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A SUMMER TRAINING PROJECT REPORT
                             ON
          A HUMAN RESOURCE ANNUAL SURVAY OF
                     SHARDA EXPORTS
             SUBMITTED IN PARTIAL FUFILLMENT
                            FOR
                     THE AWARD OF THE
                         DEGREE OF
           MASTER OF BUSINESS ADMINISTRATION
                         (2010-2012)




SUBMITTED TO:                                SUBMITTEDBY:
DR. RUCHI TYAGI                              ANURADHA GOLA
PROJECT REPORT SUPERVISOR                    Roll No.: 1007570012
SCHOOL OF MANAGEMENT                       M.B.A. III SEM




         RADHA GOVIND GROUP OF INSTITUTIONS, MEERUT
               M.M TECHNICAL UNIVERSITY, NOIDA
                           (2011)
To Whom So Ever It May Concern




This is to Certify that Ms. Anuradha Gola has prepared a summer training based
project report on the title „Annual HR Survey‟ for the partial fulfillment of Masters
Degree in Business Administration from M.M. Technical University, Noida.
To the best of my knowledge the matter presented in project report is satisfactory
and we wish her success in her future endeavor.




   Name
(Dr. Ruchi Tyagi)




                  Anuyogipuram, Garh Road, Meerut-250 004 (UP) INDIA
              Telefax : 0121 – 2760396, 2765023, 2603082 Fax : 0121-2600771
  e-mail : info@rgec.edu, info@iims.edu.in, website : www.rgec.edu, www.iims.edu.in
DECLARATION


I, hereby declare that the research work presented in the summer training based project report


entitled, “Annual HR Survey at Sharda Exports ” for the partial fulfillment for the award of


Master degree in Business Administration from Mahamaya Technical University, Noida is based


on my research work.


The project report embodies the result of original work and studies carried out by me and the


content of the project do not from the basis for the award of any other degree to me or to


anybody else.


Anuradha Gola




1007570012
ACKNOWLEDGEMENT


This project would not have been initiated and completed without the blessings of Almighty
God. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors of
Sharda Exports for giving me an opportunity to be a part of their organization as a trainee and
conduct the Annual HR Survey.


I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut”
especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidance
and knowledge.


On the completion of this research report. I am immensely thankful to M.M. Technical
University, Noida which has provided me with this opportunity .I am also thankful to School of
Management, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support,
enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound
sense of gratitude to all the supporting hands.




I am deeply indebted to all the employees of Sharda Exports who were quite supportive and
actively participated in the survey. I am also thankful to my parents who have persuaded me to
undergo this course.




Signature
Name     : Anuradha Gola
Roll No : 1007570012
LIST OF TABLES

S.NO.   TABLE    CAPTION                                        PAGE NO.

        NO.

1       5.1      How long you are working in sharda.


2       5.2      Why do you prefer to work in Sharda.


3       5.3      Where do you see yourself three yesr from

                 now

4       5.4      What is the most effective way to enhance

                 performance

5       5.5      Rate the training topics as to how much

                 they can enhance your performance

6       5.6      Please indicate your participation in the

                 training during the last one year

7       5.7      How useful is the suggestion scheme


8       5.8      How many suggestion you have given

                 during last one year

9       5.9      Please rate the motivational factor by which

                 no. of suggestion can be increased.

        5.10     Rate the following factors which would be
10
                 helpful in reducing stress at work place

12      5.12     Kindly rate the following reveal important
information regarding teamwork and group

            cohesiveness

13   5.13   Kindly rate the following factors related to

            decision making at Sharda Exports

14   5.14   How do you rate implementation of

            ADVANTAGE Sharda Exports

15   5.15   Rate the factors that yoy feel have been

            affected by the implementation of

            Advantage Sharda Program

16   5.16   Up to what extent we are successful in

            achieving the objectives of Advantage

            Sharda

17   5.17   How has Advantage Sharda benefited you

            as an individual

18   5.18   What do you understand bu Housekeeping

19   5.19   How important is Housekeeping for Health

            and Safety of employees

20   5.20   Hoe important is keeping Aisles(Yellow

            lines) clear for safety of employees

21   5.21   How important are Personal Protective

            Equipment for their safety?

22   5.22   How important is wearing helment for

            personal safety
LISTS OF FIGURES

        TABLE     CAPTION                                        PAGE NO.

S.NO.   NO.

1       5.1       How long you are working in sharda.


2       5.2       Why do you prefer to work in Sharda.


3       5.3       Where do you see yourself three yesr from

                  now

4       5.4       What is the most effective way to enhance

                  performance

5       5.5       Rate the training topics as to how much

                  they can enhance your performance

6       5.6       Please indicate your participation in the

                  training during the last one year

7       5.7       How useful is the suggestion scheme


8       5.8       How many suggestion you have given

                  during last one year

9       5.9       Please rate the motivational factor by which

                  no. of suggestion can be increased.

        5.10      Rate the following factors which would be
10
                  helpful in reducing stress at work place

12      5.12      Kindly rate the following reveal important
information regarding teamwork and group

            cohesiveness

13   5.13   Kindly rate the following factors related to

            decision making at Sharda Exports

14   5.14   How do you rate implementation of

            ADVANTAGE Sharda Exports

15   5.15   Rate the factors that yoy feel have been

            affected by the implementation of

            Advantage Sharda Program

16   5.16   Up to what extent we are successful in

            achieving the objectives of Advantage

            Sharda

17   5.17   How has Advantage Sharda benefited you

            as an individual

18   5.18   What do you understand bu Housekeeping

19   5.19   How important is Housekeeping for Health

            and Safety of employees

20   5.20   Hoe important is keeping Aisles(Yellow

            lines) clear for safety of employees

21   5.21   How important are Personal Protective

            Equipment for their safety?

22   5.22   How imp. Wearing helment for persona

            lsafety
TABLE OF CONTENTS


     CHAPTER NO.                       TITLE          PAGE NO.
LIST OF TABLES                                           IV
LIST OF FIGURES                                          V
EXECUTIVE SUMMARY                                       VII
PART I
1                  INTRODUCTION
                   1.1   INTRODUCTION
                   1.2   OBJECTIVES OF THE STUDY
                   1.3   RESEARCH METHODOLOGY
                   1.4   LIMITATIONS
PART II
2                  LITRATURE REVIEW
                   2.1   BACKGROUND OF HDFC: IRDA
                   2.2   PRESENT STATUS
 3                 3.1   SURVEY THEORY
                   3.2   THEORY OF SURVEY PROCESS
4                   RESEARCH METHODOLOGY
                   4.1   RESEARCH APPROACH
                   4.2   SAMPLE DESIGN
                   4.3   DATA,ITS COLLECTION AND
                         TABULATION


PART III.5         DATA ANALYSIS & INTERPRETATION
                   5.1   DATA ANALYSIS & DISCUSSION
PART IV,6           CONCLUSIONS AND SUGGESTIONS
                   6.1   CONCLUSION
                   6.2   SUGGESTION
BIBLOGRAPHY
ACKNOWLEDGEMENT


This project would not have been initiated and completed without the blessings of Almighty
God. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors of
Sharda Exports for giving me an opportunity to be a part of their organization as a trainee and
conduct the Annual HR Survey.


I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut”
especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidance
and knowledge.


On the completion of this research report. I am immensely thankful to M.M. Technical
University, Noida which has provided me with this opportunity .I am also thankful to School of
Management, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support,
enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound
sense of gratitude to all the supporting hands.




I am deeply indebted to all the employees of Sharda Exports who were quite supportive and
actively participated in the survey. I am also thankful to my parents who have persuaded me to
undergo this course.




Signature
Name     : Anuradha Gola
Roll No : 1007570012
Date    :
EXECUTIVE SUMMARY


AN ANNUAL HUMAN RESOURCE SURVEY OF SHARDA EXPORTS EMPLOYEES

Human Resource is the most important asset of an organization as it is capable of productively

utilizing and mobilizing all other assets. Most of the successful companies are better oriented

towards their employees. They value the suggestions given by their employees as it is the first

hand source of information as far as their policies and programs are concerned.




The annual HR survey aims at achieving the following objectives:

To analyze what the employees feel about the organization.To analyze the training needs and
also get feedback on the training attended by the employee.To identify the areas of
implementation and improvement of the suggestion scheme.To find out the factors which can
help to reduce stress and as a result, increase the productivity of the employees.To study and
assess the relationship of employees with their seniors



Research methodology is a way to systematically solve the research problem. When we talk of
research methodology we not only talk of research methods but also consider the logic behind it.
We use in the context of our research studies and explain why we are not using the other method
so that research results are capable of being evaluated either by the researcher himself or by the
others.

The purpose of this section is to describe the methodology carried out to complete the work. The

effectiveness of any research work depends upon the correctness and effectiveness of the

research methodology. The researcher has been advised by his company organizer to include all

of this in the sample has for the collection of primary data the researcher has used questionnaire
as a tool, the collected data was than tabulated and analyzed with the help of the percentage

method and Ms Excel package. This is then presented and interpreted to drive findings and

recommend suggestions.


On the analysis of data researcher come out with findings these are:

1.As per the analysis we get that majority of the employs are those who have been working
here from 1-5 year, they mentioned their preference to work in Sharda is for learning
opportunities and growth.

2. Considering the relationship with seniors, mostly juniors mentioned that they are
satisfied with their seniors and they help them in most of the time as and when required.

3. There is a very positive analysis of employees regarding team work and group
cohesiveness.

4. Regarding the implementation of Advantage Sharda Program, the majority is of
employees is with good and need improvement.

5. During Survey we found that employees are well aware about the importance of
housekeeping and self responsible for this.
PART I
 BACKGROUND
     AND
INTRODUCTION
CHAPTER 1
                   BACKGROUND AND INTRODUCTION

1.1    INTRODUCTION

Human Resource is the most important asset of an organization as it is capable of productively
utilizing and mobilizing all other assets. Most of the successful companies are better oriented
towards their employees. They value the suggestions given by their employees as it is the first
hand source of information as far as their policies and programs are concerned.


As a part of an organization‟s effort to continuously improve the quality and productivity of its
Human Resource, the HR Department of Sharda Exports conducts an “Annual HR Survey” every
year for checking out the success that they achieved in their targets, gathering feedback of its
employees on various issues, so that the it can frame future policies & programs and implement
the same for the benefit of the employees as well as the organization.


1.2OBJECTIVES OF SURVEY

 The annual HR survey aims at achieving the following objectives:

       To analyze what the employees feel about the organization.
       To analyze the training needs and also get feedback on the training attended by the
       employee.
       To identify the areas of implementation and improvement of the suggestion scheme.
       To find out the factors which can help to reduce stress and as a result, increase the
       productivity of the employees.
       To study and assess the relationship of employees with their seniors.


       To find out the team spirit and group cohesiveness among the people working for
       Sharda exports.
To know the process of decision making at various levels in the organization.
          To evaluate the effectiveness of Advantage Sharda Program.
          To assess the knowledge and concern of the employees regarding their own safety.




1.3 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. When we talk of
research methodology we not only talk of research methods but also consider the logic behind it.
We use in the context of our research studies and explain why we are not using the other method
so that research results are capable of being evaluated either by the researcher himself or by the
others.

The purpose of this section is to describe the methodology carried out to complete the work. The
effectiveness of any research work depends upon the correctness and effectiveness of the
research methodology.


1.4LIMITATIONS

Every scientific study has certain limitations and the present study is no more exception.

These are:-

          The sample size selected for the survey was small.

          It might be possible that the sample population did not represent the whole population.

          Researcher was a member of the recruitment team so researcher found it difficult to

          analyze the whole process from the third person perspective.
PART II

LITERATURE
  REVIEW
CHAPTER 2

2.1 BACKGROUND OF SHARDA EXPORTS

SHARDA EXPORTS is a government recognized export house, dealing in the manufacturing
and exporting hand tufted and hand woven carpets, bath rugs, and chenille. The head office and
works is located in Rithani Industrial Area, on Meerut-Delhi road, which is about 60 kmts Away
from Delhi.


In the year 1983, entrepreneurs Mr.J.K.Gupta & Mrs.Meenakshi Gupta laid the foundation of a
small factory in Meerut, for manufacturing handmade carpets. Little did they know that the unit,
which they had set up at their garage with 6 weavers, will one day grow up into a massive
organization, directly or indirectly supporting around 3000 families! Today, Sharda as a
company, is a well-recognized name globally, as a premier Manufacturer & Exporter of Hand
tufted & Hand woven Carpets out of India. A brief overview of this success story is outlined
below:


1983: Establishment of the first unit, mainly for the production of custom-made personal rugs.
1985: Supply to domestic carpet dealers.
1987: Started working for trader exporters.
1991: First direct export order to UK and France.


1992: Exhibited for the first time at Domotex-Hannover in a 6 square meter stand with 5 carpets
         on display. A new factory was established under the name of Avant Garde Carpets Pvt.
         Ltd.
1994: Electro-pneumatic gun-tufting plant set up in collaboration with COMERAN CARPETS,
         Israel.
1996: Purchased land for setting up a new corporate office & state-of-the-art manufacturing
         facility.
1997: Various National Awards were received for the highest export performance & sustained
         growth rate.
1998: New factory & the present head office came in operation.
1999: One more factory added to support more production. Achieved ISO 9001 certification,
         and became one of the first companies in the trade to have this certificate.
2000:    Achieved ISO 14001 certification. Established an impressive
         Showroom in Delhi for the convenience of buyers. Award of Honor
        “Niryatshree” received from the Federation of Indian Export
         Organizations (FIEO), which is set up by The Ministry of Commerce,
         Government of India.
2001:     Product    range   diversified   to      bath   rugs.   To   meet   the   rising   customer
demands, a separate state-of-the-art new bath rug division was started.         Established in-house
dyeing facility with sophisticated machines for backward I integration of operations. Started
participating at Heimtextil-Frankfurt
 2003: Added another new category to the ever expanding range of products - Leather rugs, a
           new taste of customers in this trade.
 2004: Due to growing demand for Sharda‟s products, another production unit was started to
           meet the delivery time frames. During this, a step ahead in undertaking social
           responsibility, Sharda achieved AV Social Standard certification from DNV. Started
           exhibiting at Europe‟s
         Most reputed furniture fair, IMM-Cologne. Largest exporter of hand                   tufted
carpets in the country.
 2005: To cope-up with the increase in demand for Leather Rugs, one more production unit was
           established. Set up of sophisticated Korean made Chenille yarn manufacturing
           machines. Imported high-tech Japanese machine for anti-skid latexing on bathmats.
           Achieved the position of being second largest exporter of carpets outside India. Started
           direct import of exotic leathers in several countries like South America, South Africa,
           Australia, Turkey, China etc. to offer better quality at reasonable prices Imported
           electric tufting machines.


 2006: Achieved Öko-Tex certification for natural wool products. We installed sophisticated
           leather printing, cutting and stitching machines to enhance better quality
2007: Öko-Tex certification achieved for a product from the Bathmat Collection, tested as per
             the Öko-Tex Standard 100 Started exhibiting in Eveteks-Istanbul home textile fair.
             Installed and commissioned a Condensate Recovery System for boiler in May‟07 to
             reduce our water and energy consumption
  2008: Diversification of our Product range by addition of more items like cushions, pillows and
             bean bags in the home accessories category. Established In-house vacuumized packing
             facility for pillows to give added benefit to our customers in terms of load ability
             installed a sophisticated machine for checking area of hair on hide leather which we
             import from various countries. Started exhibiting in Domotex-Shanghai fair
  2009: Increased participation in several reputed International shows apart from participation in
             Heimtextil - Frankfurt, Domotex - Hanover, IMM - Cologne, Domotex Shanghai,
             Eveteks Istanbul, started exhibiting few more international shows like Ambiente -
             Frankfurt, Hong Kong house ware fair, Mega - Show I Hong Kong, Tendence-
             Frankfurt. Added Balls and Pebbles Rugs, Flat weave products and Jute Carpets into
             our impressive range of floor coverings.
2010: Continuing the trend, this year also we added Maison and Objet Fair at             Paris (Jan and
       Sep), and International Furniture Fair at Singapore into our itinerary of International
       shows. On the plant modernization front, we converted our boiler into Fluidized Bed
       Combustion type for 30% saving on fuel consumption and reduction in waste quantity.
       Procured electric scissors in a big way and provided to many carpet manufacturers, thus
       contributing to modernization of the Indian industry for international competitiveness.
       Added poufs among our range of home furnishing products.


Today, with a total of 12 manufacturing units spread over 2 million
square feet area, a world-class Showroom in Delhi, one of the most creative team of design
professionals, a strong presence at various international trade shows & serving some of the most
reputed names of the global home furnishing industry…Sharda, still going strong, but the best is
yet to be!
SHARDA PORTFOLIO
Sharda is a vertically integrated manufacturer and exporter of floor coverings, highly specialized
in Hand-tufted Rugs and Hand-woven Rugs, Bath rugs and Leather Rugs. Backed by over 25
years of experience in the trade, state of the art infrastructure, ISO 9001 and 14001 certifications,
and a stunning product range, Sharda boasts of a clientele comprising some of the most reputed
stores and catalog companies of the world.

Widely recognized as one of the most creative design studios in the business, STUDIO
SHARDA creates theme based design collections season after season, adding hundreds of new
designs to its vast portfolio.



CODE OF CONDUCT


    A. SERVICE CONDITIONS
     The organization does not use any forced labor in its premises.
     Child labor is prohibited in the factory.
     One full day off in a week is granted to all employees.
     Workers shall be compensated for overtime hours at such premium rates as legally
      required.
     Employees should not be required to work in excess of 60-hr/ week (workers should not
      be required to work on a regular basis in excess of a regular work week plus 12 hours
      overtime.)


    B. ATTENDANCE & LEAVE SYSTEM
     For each employee, it‟s necessary to punch their cards daily (in & out) to mark their
        attendance.
     Casual leave, sick leave & earned leave are allowed to the employees. The unused
        leaves are credited to the employee at the end of the calendar year.


    C. HEALTH & SAFE
     Presence of all the workmen is mandatory in all the Emergency Evacuation Drills,
        Emergency/Fire-fighting operation when needed, Medical Camp & First Aid Training.
 Face masks, gloves, safety glasses & shoes are provided to the workers as per
       requirement.
    First-Aid facility is available in all the departments of the company.


   D. MISCONDUCT & DISCIPLINARY COURSE OF ACTION
       Any in disciplinary action constituting disobedience, theft, fraud, habitual absence,
       drinking, fighting, sleeping on duty, negligence, refusal to work, threatening, gambling
       will be treated as misconduct & will follow a disciplinary course of action. Employees
       can report the complaints to HR department, which has the authority & responsibility
       for initiating the disciplinary course of action in all cases.


More than 2 decades of valuable experience in manufacturing, blended with young professional
marketing – highlights SHARDA EXPORTS in the business of floor coverings. Exclusive
styling, quality tufting, beautiful finishing & constantly improving. We do it all. We make sure
that we fit into the expectation of a dynamic, design conscious market. Sharda Exports is much
more than one of the largest producers of Handtufted & Handwoven Carpets in India; it is a
totally integrated Export House. An experienced work force & in-house manufacturing ensures
excellent quality, timely delivery & competitive pricing.



    Mr. J.K.Gupta laid the foundation of a small factory for manufacturing handmade carpets
       in Meerut in 1983. Currently, directly or indirectly, it is supporting around 3000 families!
       Today, Sharda as a company is a well-recognized name globally, as one of the premier
       Manufacturers & Exporters of floor coverings (Handtufted Carpets, Handwoven Carpets,
       Leather Carpets, Bath Rugs & Chenille).


    One of the first companies in the trade to achieve both ISO 9001 & ISO 14001
       Certifications. A total commitment to Quality, Environment & Social Responsibility. We
       got our ISO 9001 Certification in 1999 and ISO 14001 in 2000 and have since
       maintained the same and upgraded it to the latest version of those standards.
 Strength of SE is based on sound in-house manufacturing infrastructure, in-house
   designing studio, in-house container stuffing, enthusiastic workforce, alert supervision &
   competent management


 Our clientele is full of reputed Home stores all around the world, large mail order
   companies, brands, designers, architects and bulk importers.


 We make use of Eco-friendly dyes & chemicals only. Use of technology is on large
   extent like: application of Recycling of water, which helps in saving 2,00,000 liters / day
   & Vermiculture to convert wool waste to manure, continuously using                    hence
   environmental friendly techniques, latest being solar water heaters in dyeing unit.


 Complete abandoning of Child labor – the RUGMARK, CARE & FAIR and KALEEN
   labels on our products, and our association with NGO like CRY (Child Relief & You)
   assures you of our commitment to the society.


 Our registration with ‘WOOLMARK’ assures you of the quality of the wool used.


 Coming up with new innovative products which use less natural resources, non dyeing in
   wool, recycling materials such as leather, garments, plastic and rubber and thus help
   preserving the environment.


 Regular participation in prominent International Shows like DOMOTEX-Hanover,
   HEIMTEXTIL-Frankfurt and IMM-Cologne, Singapore, Hong kong, Shanghai, Mumbai,
   Paris.


 Today with a total of overall manufacturing units spread over 2 million square feet area, a
   world-class Showroom in Delhi, one of the most creative team of design professionals, a
   strong presence at various international trade shows & serving some of the most reputed
   names of the global home furnishing industry…Sharda, going strong, but the best is yet
   to be!
2.2INFRASTRUCTURE

Every organization wants „Growth‟ along with the enhancement of „Customer Satisfaction‟, but
it mainly depends on the infrastructure of the organization, which is one of the vital aspects of
strong standing in today‟s competitive global market. Since inception, Sharda has invested
heavily on infrastructure, to produce better quality products, improve delivery lead times and
comply with the demands of a wider customer base. Today, we have:
    Vertically integrated infrastructure spread over 2 million square feet area
    Large showroom in IHDP, Noida with a display facility of around 1000 rugs
    Hundreds of tufting stations and looms of all kinds
    Skilled work force
    Dyeing capacity of 12,000 kg yarn/day & 6,000 kg pieces/day
    In-house laboratory fully equipped with state-of-the-art testing equipments,
    Imported Japanese latexing machines for anti skid coating
    Korean Chenille yarn manufacturing machines,
    Factories in Meerut, Hardwar, Modinagar, Panipat, and Mirzapur.
    Modern Tufting and stitching machinery and leather printing machinery etc.
    In-house bathmat manufacturing, tufting, looms, pitlooms, stitching facility, rope
       making etc.
       Much other strength that enable Sharda Exports to satisfy hundreds of customers,
       worldwide
INTERNATIONAL HOME DECO PARK (IHDP)
  …where the future of Indian Exporters is in the making.
VISION


To be a reputable source of creative floor coverings, and to eventually create a brand in the
business, with can then be extended to other home decor. To create a name for ‘Indian Design’
in the area of cutting edge home fashion.


MISSION


    To bring comfort, beauty and style to homes across the world by means of well
       designed, well produced, and well coordinated articles.


    To contribute to our country by earning respect for Indian Creativity And Management.
    To contribute to our community by creating world-class employment opportunities and
       by fostering professional business practices.
VALUES


  Our company values guide our growth and steer us towards a culture that embraces quality.
  We believe in:
         Placing the interests of clients first.
        A relentless quest for quality in everything we do.
        Treating our people with respect and dignity.
        Conduct that reflects the highest standards of integrity.
        Teamwork
        Being good citizens in which we live and work
  Sharda Exports is standing tall due to the support of its employees, who are:
            Loyal
            Honest
            Hard-work
            Creative
            Team player
            Dependable
            Committed for long-term.


2.3COMPANY POLICIES
   The Company Policy is the guidelines on which Sharda Exports work so as to achieve the
      ultimate Mission and Vision of the company. SE has different policies for each of the
      following aspects –
   Growth – To encourage incremental growth by enhancing the competitive edge of
      Sharda, in the existing business, new areas and international areas.


   Profitability – To get reasonable and adequate return on capital employed through
      improvement in operational efficiency, capacity utilization and productivity.
 Customer Focus – To build a high degree of customer confidence by giving value for his
         money through international standards of product quality, performance and superior
         services. Customer satisfaction is the biggest asset that SE has.


       People Orientation – To enable each employee to achieve his or her potential, improve
         his capabilities, perceive his role and responsibilities, participate and contribute positively
         to the growth and success of the 1.1.1.1.1 company to invest in human resources
         continuously and be alive to their needs


       Technology – Achieve technological excellence in operations by development of
         indigenous technologies and efficient absorption and adaptation of imported technologies
         to suit business needs and priorities, and provide competitive advantage to the company.


       Innovation: Continuous use of new designs and materials to create products to delight the
         customer.


GROWTH PROSPECTS

The development chart of Sharda is in the growth stage and focuses on the following saying


1.2     "The best way to make your dreams come true is to wake up"


Our priority areas are categorized as follows:


      1. For Employees – Their future is exciting as we continue to build our team with the
         best professionals and talent. If someone likes to join an innovative, growing
         company that is really going places, this is the team to join.


      2. For Business –
             a. Continuous revenue generation
             b. Diversification into related / semi related / allied areas.
c. Finding new market for existing products, systems and services
          d. Identification of “Future Growth Drivers” having high growth potential
          e. Establishing Sharda as a brand and exploring new markets
          f. Looking for newer remote areas where handmade production facilities can
               be set up.


   3. For Technology –
          a. Substantial increase and improvement in technology used.
          b. Tracking global development / technology forecasting and forecasting
          c. Adaptability to new innovative technologies


   4. For HRM and organization –
          a. Recruiting and retaining the best
          b. Developing staff for excellence
          c. Clarifying roles and responsibilities
          d. Promoting career advancement
          e. Maintaining job satisfaction and high levels of morale
          f. Facilitating change
          g. Establishing and maintaining a competitive advantage
          h. Analyzing positions and staff classifications
          i.   Administering wages, salaries, and benefits
          j.   Managing effective performance appraisal systems
          k. Promoting overall employee development.


Thus, the aim of the company is to build winning teams, harnessing their skills, helping and
synergizing team members’ skills for deriving maximum benefits, making workplace more
productive and creating learning environment, empowering people take charge of their
career and work towards a successful career path.
2.4HR POLICIES & PROCEDURES
HR Department is considered the biggest asset of the industry - how to train, motivate and retain
employees depends on the efficient working of this department.


“Many succeed due to commitment and many fail as they look for comfort.”


In order to achieve higher productivity, profitability and morale of employees, the organization
has laid down the following policies for itself:


       1. NO DISCRIMINATION–
       The organization provides equal opportunity of employment and progress to persons of
       different race, caste, ethnic/ national origin, religion, age, disability, gender, sexual
       orientation, marital status, family responsibilities, social background, union membership,
       political affiliation or other personal characteristics. All employees are allowed equal
       opportunity in employment including hiring, training, salary, benefits, advancement,
       discipline, termination or retirement. Merit shall be the sole criteria determining an
       employee‟s services/ benefits. No discrimination is practiced on above differentiations,
       though certain facilities may be provided for the weaker sections as required under the
       statute of India.


       2. NO CHILD/ FORCED LABOR–
       The organization strictly follows the practice of not employing any Child or Forced
       Labor. A person who has not attained the age of 18 years is prohibited from working
       in the factory.


       3. HEALT AND SAFETY POLICY–
        The organization believes in promoting safe & healthy working conditions for all
       employees. For this purpose, we make sure that equipments are maintained in
       healthy condition, and instruments are calibrated regularly. Suitable means of fire
       fighting are provided at the facility at prescribed locations.
       We also adopt safe work- practices and provide Personnel Protective Equipments
       (PPEs) wherever necessary. Fire/ Emergency Evacuation Drills are carried out at
prescribed intervals. All the workmen are required to be present in the Fire/
Emergency Evacuation Drill. They are also liable to participate in the emergency/
fire fighting operation when needed. The organization provides First-Aid Kits at
suitable places inside the premises. First-Aid Training is provided to employees so
that a person meeting with an eventuality/ injury gets immediate life-saving
assistance. Suitable toilets/ sanitation facilities are provided and cleanliness
ensured all over the premises.


4. QUALITY POLICY-Sharda exports endeavor to produce quality floor coverings to
the ultimate satisfaction of its valued customers and resolve to comply with the
requirements of the international standards and continually improve upon its existing
work practices leading to better products and services.


5. ENVIRONMENTAL POLICY
Sharda Exports is committed towards the implementation of an effective environment
management system in the process of manufacturing floor coverings and home textiles. it
strives to continually improve and enhance the environment conditions and pollution
prevention by:
More than satisfactory compliance with the applicable legal & other requirements.
Setting and reviewing environmental objectives and targets as per designed framework.
Ensuring an effective implementation and communication of the policy to all at Sharda
exports as well as public at large.


6. SECURITY POLICY – Defines the systems adopted for safeguarding the physical &
Intellectual property of the organization. It includes physical security, procedural
security, personnel security and information technology security.


7. NO SMOKING POLICY – Sharda Exports completely prohibits the smoking of
Cigarette/ bidi and chewing pan / tobacco at the workplace. The smoking / chewing is
permissible only in the smoking zones.
8. EMPLOYMENT POLICY – Sharda Exports aims to select, develop and promote
 Employees based on individual ability and job performance. It provides equal
 employment opportunity to all employees and applicants for employment in all aspects of
 employer – employee relations without discrimination of race, color, religion, creed, sex,
 national origin, ancestry, marital status, age, military status or physical disability.


 9. PROMOTION POLICY – Sharda Exports has well – designed promotion system,
 which attracts capable and highly qualified individuals as team members, strengthens
 company‟s performance by enhancing teamwork and encourages professional excellence
 by retaining rewarding the best performers


10.Fun @ SHARDA- Sharda Exports is not only the place where each & every
 employee is dedicated to hard work & setting high standards in every field of its
 business, but also knows how to motivate & energize its employees. Various
 extracurricular activities adopted to achieve satisfaction and motivate employees
 and workers, Annual Tour, New Year party, Holi and Diwali festivals and frequent
 outings, Picnic trips and Movie shows. Sharda believes in teamwork, as teamwork
 is utilizing the best thinking from every individual in a team environment to arrive
 at the richest and most innovative solutions.
 Health takes priority and company participates in annual Half Marathon events in
 Delhi where more than 100 Members of Company run, Besides this regular events
 such as cricket and football matches are organized
Annual Trip to Kausani on 15/08/2006             Celebrating Holi together dated- 19.03.2011




VARIOUS LEARNING & MOTIVATIONAL PROGRAMS / POLICIES


Sharda Exports is a family where every member is equally important in a particular field. Hence
company schedules & try to execute many schemes/programs, which help its employees in
increasing their motivation, hard work & dedication towards job. Such schemes & programs are:
1.   Prohibiting child / forced labor – Any person below 18 years of age is strictly prohibited
     within the factory premises.
2. Child welfare Scheme – Under this scheme we provide Rs 50 per school going child to each
     labor to encourage them for the studies.
3. Equal Opportunity – According to this no employee will be discriminated on the basis of
     caste, creed, religion, sex, family background etc.
4. Fringe Benefits – These are those small perks or benefits that the company provide within
     the year so as to motivate its employees / labor.
5. Internal Recruitment – Under this, the employees at the lower level given the chance to
     apply for other post at the higher level for their better future.
6. Promotions – This is the activity, which is utilized by the management under which we
     promote and enhance the designation, responsibility, and pay of the employees and this is
     judged by the proper performance evaluation system, which is successfully established and
     followed as well.
7. Performance Appraisal on quarterly basis – In the performance appraisal system the Head
   of the departments rate their juniors on the various factors like – job knowledge, managerial /
   super visional skills, interpersonal relations, dependability, initiative, creativity, etc.
8. Suggestion Scheme – This scheme gives an opportunity to the employees to participate in
   helping Sharda Exports to continually improve in all aspects of operations.
9. Proper Training and development programs – Sharda Exports provide environment, that
   encourages high standards of technical, professional, supervisory and management
   knowledge among its employees. For furtherance of this aim, the company provides Training
   and Educational programs relevant to the professional and career development of its
   employees.
10. HR Department Snacks Facility: Company also provide Snacks at subsidized rates to our
   employees.




                                                           Training on ISO 9001& 140001
   Fire Fighting & First Aid
                                                                    Dated:-24.03.11
  Training by Civil Defense
        Dated-18.02.11
Department is responsible for all the training activities such as:

 Development of training plans.
 Monitoring training plans.
 Identification of training needs.
 Act as a focal point for training related activities in shards exports.


11. Maternity leave policy- Keeping in view the welfare of the women and regulate the
   employment of women for certain periods before and after the childbirth Sharda exports has
   drafted a policy so as to provide maternity benefits.



Scope:

    Welfare of women.
    Social honor and safety to women.
    Prohibits the working of women for certain periods before and after the delivery of the
         child.
    Services of women employees shall be treated continued during their absence from the
         duty on account of pregnancy.




Condition: Women employee must have worked in the organization for a period                of at
least 80 days in the 12 months immediately preceding the date of her expected delivery


ADVANTAGE SHARDA: Sharing Profits, Sharing Responsibility


Objective
The prime objective of the program is to involve „Sharda‟ employees as Partners- in- Progress.
This is proposed to be achieving through awarding them a part of Sharda‟s future earnings by
way of loss prevention, reduction in customer claims, better lead times, and higher turnover due
to better customer satisfaction.
The competition that earlier used to be with the neighbors or limited to the Indian players, has
now moved on to International players, who are continuously adopting newer strategies and
progressing. Therefore, to Maintain the Leading Edge of Sharda, apart from the usual focus on
Quality, Price, Delivery, Design, we have to focus on DETAILS. Hence involvement of all
employees in the drive towards excellence has become more important. Management has
selected a group of 60



plus employees representing all areas of operation, who will take care at various stages to
eliminate small mistakes that lead to customer complaints/ dissatisfaction. The list is dynamic,
and will keep on including new players or even deleting old players as per their performance
level.

Sharda Exports has won the Exporter of the Year Award, yet this is no time to bask in the past
glory. The competition is ever- changing, the benchmarks are changing and Sharda is seeing new
mega players from Germany and China in the International trade fairs. Even from India, at least
8 to 10 companies are exporting home furnishings worth more than Rs.100 Crores per annum.
One of our competitors has a turnover of USD 2 billion. On the other hand, Sharda‟s growth has
tapered off last year. Yet, Sharda is upbeat, and sure that it has some very valuable customers on
its side, where a single large order can award us a significant growth. This is not difficult but we
have to change our management style. Those days are gone when the two directors could focus
on details or do inspections or monitor your daily work. The need of the hour is for the
employees to get empowered, and take over the routine task, leaving the directors free to expand
their horizons. In this direction, the management has already taken the step of selecting the first
team of 65 to 70 key players, who can make a difference. The journey has only started- many of
the members will take more and more active part in the decision- making.
According to the scheme, SE offer 1% of company‟s turnover minus whatever we lost as
„Avoidable‟ errors/ debits by the customer, as incentive to the key players who are selected to be
in the group „Advantage Sharda‟



Brief outlines of the strategy for the employees to win the better part of the incentive are
mentioned below:
1. Follow the systems that are there in the company.
   2. Do your daily jobs without short-cuts.
   3. Identify certain critical errors for „zero- tolerance‟.
   4. Identify and run a few improvement programs.
   5. Avoid under/ overproduction beyond 2- 2.5% of the last lot.
   6. Reduce the lead time for the activity under „your‟ control.
   7. Be alert so that others can‟t take away your physical or intellectual property.
   8. Respond quickly and suitably retain your e-mails.
   9. Honor your commitments.
   10. Be honest in your feedback & reporting.
   11. Put forward your suggestions freely to ISO & HR dept.




QUALITY ASSURANCE
In order to maintain its lead in the international business, Sharda not only produce
quality but also it maintains the same through its Quality Assurance practices as per the
international standard ISO 9001. It involves in-coming/stage-wise/final inspections, data
gathering, analysis & actions for improvement. Statistical techniques are extensively used
in this process.




PARTICIPATION IN INTERNATIONAL FAIRS
Every year, Sharda displays its collection, created in-line with the latest trends, at many
International shows, mainly at HEIMTEXTIL-FRANKFURT, DOMOTEX-HANNOVER &
IMM-COLOGNE. From a humble 6 square meter stand in the year 1992, today Sharda
exhibits in around 1000 square meters of space! As these shows provide an ideal platform
to meet with around 600~700 customers, both existing as well as new, and to keep abreast
with the happenings of the industry. Currently we exhibit in prominent International Trade
Shows like Heimtextil-Frankfurt, Domotex-Hannover, IMM-Cologne, Maison & Object-
Paris (Twice in a year), Ambiente-Frankfurt, International Furniture Fair-Singapore,
Domotex Asia/CHINA FLOOR-China, Hong Kong International Home Textiles Fair-
Hong


Kong,Tendence-Frankfurt, Mega Show Part-I in Hong Kong & India International
Furniture Fair-Mumbai. Apart from the above, we also visit a number of other shows like
The Atlanta Market -USA, The High Point Show -USA, Las Vegas Market -USA, NEC -
Birmingham, Harrogate Rug Show –UK, Eveteks -Turkey etc.




            Various Stands of Sharda Exports in 2011 International Fairs
Sharda @ Heimtextil-Frankfurt (Jan 2011)




Sharda @ Domotex-Hannover (Jan 2011)




Sharda @ IMM-Cologne (Jan 2011)
CERTIFICATIONS

QUALITY SYSTEM

Sharda Exports is an ISO 9001 certified company. We at Sharda Exports endeavor to
make/produce & deliver quality products to achieve our main goal i.e. satisfaction of our
valued customers. This is only possible through:
    Modern Management Systems.
    Defined Quality Parameters.
    Use of equipments of latest technology, like: Digital Planimeters, Moisture Meters,
       automated Latexing machine for bath rugs, state-of-
   
       The-art dyeing machines, automated Chenille yarn manufacturing machine, etc. to
       support & maintain our quality standards.
    A vigilant QA team, dedicated for continuous improvement of our products &
       services.
 A special Forum to address any complaints from customers and ensure that they are
       eradicated in the future.
    Modernized Hi-tech laboratory
    Risk analysis of new products.


ENVIRONMENTAL MANAGEMENT SYSTEM



An ISO 14001 certified company, Sharda Exports is committed towards implementation

of an effective environment management system, in the process of manufacturing floor

coverings. We strive to continually improve and enhance the environment conditions and

prevent pollution by:

    Use of eco-friendly dyes & chemicals only.
    Application of recycling technologies like Vermiculture to convert wool waste to
       manure.
    Complete water recycling & reutilization by use of Effluent Treatment Plant, thus
       saving 2,00,000 liters of water per day.
    Strict wastage control at every stage.
    Solar Water Heater in dyeing Plant.
    Using recycled products/ new materials to create new designer products.
    Studying and reducing use of packaging material in product.


Social Responsibility

Sharda Exports is committed towards the implementation of an effective environment
management system, in the process of manufacturing floor coverings. We strive to continually
improve and enhance the environment conditions and prevent pollution by:
Third Party Audits

Evaluated many times by third party inspection agencies like CSCC, INTERTEK, SGS, AVE
etc, the Sharda factories & systems are today compliant as per the requirements of some of the
most demanding retailers & mail-order companies, globally.




CERTIFICATIONS: Labels, Registrations & Awards

       „Care       &      Fair‟,     “Rugmark”,             “Kaleen”     and       “CRY”:
       Guarantees production with clear conscience & regard
       for ‘No Child Labor’.




„Wool mark’: Guarantees the quality of wool & production.
PRODUCTION PROCESS

                         1.1.1.1.1.1             Dyeing
                                       process
                          Receiving of dyed yarn from our
                                  own dyeing unit
1.1.1.1.1.1.1 Tufting process                        1.1.1.1.1.1.2 Hand woven
 In tufting process yarn is tuft                                   carpets
into the cloth stretched on the                      The hand woven carpets are
frames using tufting guns and                        made on looms in our dyeing
       weaving of carpet.                            unit and at our vendor‟s sites.




     1.1.1.1.1.1.3 Latexing process
       Here, a mixture of different chemicals is used to stick yarn with the
     cloth i.e. it works like an adhesive. Also it gives tightness to the piece.



     1.1.1.1.1.1.4 Backing and binding process
         In this process, cloth is fixed on the back of the piece using an
           adhesive. Then edges of the piece are sewn with the yarn.




     1.1.1.1.1.1.5 Final passing process
      At this stage, carving, embossing, are done to make the design on the
      plain piece and clipping is done to keep the length of the yarn on the
                          piece called pile same and even.



     Packing process
     Rolling and packing of carpet after putting labels on it and store them
         in a warehouse. The packed pieces are loaded into container.
CHAPTER 3

3.2PROCESS OF SURVEY

1) Need Analysis

The survey was conducted to achieve the determined goals and objectives of the organization, as
well as the content of the project.

2) Focus Groups

The survey was conducted across all levels in the organization including each and every
employees working on the payrolls of Sharda Exports. The Survey covered 236 employees in the
total across the organization in Rithani, Partapur, Kadarabad and Noida units.

3) Survey design

The employees were divided in to four levels on the basis of compensation.

The levels are as follows:

Level 1        :       up to 7500 INR

Level 2        :       7500-15000 INR

Level 3        :       15000-35000 INR

Level 4        :       above 35000 INR




Then the Survey instrument was developed by synthesizing information gathered through need
analysis, focus groups and other documents available.

The rating scale to be used was determines as follows:
1) Excellent/Good/Average/Poor.


2) Should be compulsory/Very Important/Needed/Lower priority need.


3) To a very large extent/ To a large extent/To some extent/ Not extent at all.


4) Marks out of 4 from 4to 1, where 4 indicates the highest and 1 is lowest.


5) Always/Usually/Seldom/Never.




 4) Questionnaire designing & development

 A questionnaire is an instrument which translates the objectives of the study in the form of
 questions. In our HR Survey we used a questionnaire which typically contained item that are
 rated on a 4-point scale. These items were developed to measure different dimensions of the
 organization ( like: Career growth, Training and development program, Suggestion Scheme,
 Stress management, Relationship among the employees, Evaluation of Advantage Sharda
 Program and Health, safety & Housekeeping etc.)

 Questionnaires also included one or more open ended questions to solicit written feedback.
 Questionnaire included 22 questions distributed among 5 sections.

5) Instrument pre-testing

 Pre-test helps us to find:

         Errors in lay out
         Additional Question and response categories
         Any negative repercussion the survey may have on employees.

6) Ensure confidentiality of participants
The confidentiality helps to ensure genuine results.

7) Response seeking

   For the purpose of getting responses, questionnaire was administered to each and every
   employee.

8) Data collection

   Data was collected by filling the questionnaire by every employee of the organization.

9) Data analysis

   Basic data analysis included average of ratings. To remove the complication of data analysis,
   we use the following technique. For every response we gave points to each options
   depending upon the Question. For example, the question says-„Rate the following factors as
   how much it enhances your performance. “More & more training”. The points were either of
   1, 2, 3 or 4. Having counted the number of respondents going along with 1, 2, 3 or 4
   separately, we multiplied this number with the points and found the sum. Then we calculated
   the percentage by following formula:

   Composite percentage= 100* (Points scored)/ (maximum possible points)

   Where,

    Points scored= (4*no. of respondents favoring it) + (3*no. of respondents)+
                     (2* no. of respondents) + (1* no. of respondents)

   Maximum possible points= (4* total no. of respondents)

   Finally the graph was plotted.This way all the questions were analyzed individually.

10) Conclusion

    Conclusion was drawn on the basis of interpretation of the results
CHAPTER 4

                               RESEARCH METHODOLOGY

4.1) RESEARCH APPROACH:-


Research design is the plan and structure of investigation conceived in order to obtain answers to
research questions. The plan includes an outline of what the investigator will do from writing
hypothesis or deciding the objective and their operational implications to the final analysis of
data. The purpose of research is to discover answers to questions through the application of
scientific procedures.


The main aim of research is to unravel the truth which is hidden and which has not
been discovered as yet. Research means search for knowledge. Increased account of research
makes progress possible. Research has its special significance in solving the various operational
& planning problems of business & marketing.


Logical and systematized applications of the fundamental of science to the general and overall
question of a study, and scientific techniques which provide precise tools, specific procedure and
technical, rather than philosophical means for getting and ordering the data prior to their logical
and manipulation.



RESEARCH PROCESS


Research pertaining to any field of study cannot be conducted abruptly. The researcher has to
proceed systematically in a planned direction following a number of steps in sequence. This
gives rise to a research process.
To carry out project effectively whole process is divided into several steps as under:
RESEARCH DESIGN
1. Problem Definition
2. Research Plan
Sampling plan.
Data Collection Methods.
Field Work.
Analysis & Interpretation.
Research design is the plan and structure of investigation conceived in order to obtain answers to
research questions. The plan includes an outline of what the investigator will do from writing
hypothesis or deciding the objective and their operational implications to the final analysis of
data.


Research design is divided into the following parts:


1. FORMULATION OF RESEARCH PROBLEM
The formulation of problem is done after deciding the nature of research design. It is the first &
foremost step in any research process is the definition of the problem chosen for investigation in
a clear and concise manner.


2. DEVELOPING THE RESEARCH PLAN
After formulating the research problem an efficient prepared so that it yields the desired results
with minimal expenditure of effort, time & money. The information needed in the project could
only be provided by companies.



Sampling plan
All the items under the consideration in any field of enquiry constitute a universe or population.
The unit selected from the population constitutes the research sample. For the purpose of present
study the sample was selected through simple random sampling (lottery method) .The
respondents were contacted for the collection of responses. For the collection of primary data the
researcher has used questionnaire as a tool, the collected data was than tabulated and analyzed
with the help of the percentage method and Ms Excel package. This is then presented and
interpreted to drive findings and recommend suggestions.


Sampling area
I covered three unit of meerut. Interactions with the people provide me experience, knowledge.
It also helped me to get information regarding employee choice and their choices.


Sample size
The numbers of participants were 236. These candidates included employees who had been
Working in three units of sharda exports.




. What is sampling?


sampling is concerned with the selection of a subset of individuals from within a
population to estimate characteristics of the whole population. It is divided into two
techniques:


Probability sampling:
Under this sampling every item of the universe has an equal chance of inclusion in the sample.
Simple random sampling-In this each unit of population has equal chance of being included in
the sample
Area sampling-the area divided into no. of small over lapping areas and then select a no. of these
small areas.


Non-probability sampling:
In this sampling any one can be part of sample.
Convenience sampling-In this sampling we choose the sample on the basis of own convenience.
Quota sampling: in this sampling we choose the sample on the basis of demographic e.g. age,
sex, income.
4.3DATA COLLECTION


Data is defined as raw facts that need to be processed so that information is produced. For
achieving useful results it is necessary to collect accurate data. If the data on the basis of which
we reach to the accurate conclusion, is no correct. It is worthless to do survey. So, for getting the
useful results of research it is very necessary to consider methods of collecting data and the
quantity of information they be expected to produce.

Kinds of data collection

        Primary Data
        Secondary Data


PRIMARY DATA


A data which is collected for the very first time to fulfill a specific purpose directly from the

field of enquiry by engaging trained investigators and which has not been used for any other

purpose is called primary data.


METHODS OF COLLECTNG PRIMARY DATA

                Questionnaires
                Sample
                Personal Interview




SECONDARY DATA

Secondary data are such numerical information, which have been already collected by some
agency for a specific purpose and are subsequently compiled from the source of application in a
different connection.
METHODS OF COLLECTING SECONDARY DATA

       Internet
       Magazine
        Prior report of the company
        Newspapers




LIMITATIONS


1. Many consultants had to be visited more than once to contact as the person in concern was
busy or was some time unavailable.


2. The reluctance on the part of respondent to give information was yet another limitation
facedduring the course of study.
SAMPLE DESIGN


DATA                :   Primary Data, Secondary Data

RESEARCH DESIGH     :   Exploratory Research Design

FORMAT OF DESIGN    :   Questionnaires

SAMPLE SIZE         :   236 Employees

AREA                :   Sharda Exports Rithani, Meerut

DATA COLLECTION

METHOD              :   Through Questionnaires
PART III


     DATA ANALYSIS
           &
    INTERPERTATION
]
CHAPTER 5

                      DATA ANALYSIS & INTERPRETATION

5.1 ANALYSIS AND INTERPRETATION


In order to extract meaningful information from the data that has been gathered by the
researcher, data analysis is carried out. It is basically aimed at giving inferences of association or
differences between various variables present in the research.
Data analysis generally includes the use of statistical techniques and diagrammatic presentations
to seek clarification and appropriate responses.


The questionnaire framed for the concerned study consisted of queries pertaining to the
employee‟s personal detail as well as those related to the subject under investigation. As the
question were simple, close ended in nature.


The researcher has made an effort to project the findings ion a precise manner. After data
collection the next step was that of analysis and interpretation. For this purpose researcher first
made up a list of employee responses related the question asked in the questionnaire.
Categorization was followed by mathematical calculation of the answers, adopting the
percentage formula and a tabular, graphical presentation of the results. The responses to all the
queries were then compared to find out the correlation between all of them and identify the
response.
SECTION 1: Career growth, Training & Development and Suggestion Scheme



Q5.1. How long you have been working in Sharda?



                 Level 1                             Level 4
                 (Lowest) Level 2         Level 3    (Highest)
0-6 Months             24%        26%         22%           7%
6-12 Months             9%        10%         10%          20%
1-5 Years              40%        27%         27%          13%
5-10 Years             24%        31%         31%          27%
> 10 Years              3%         6%          6%          33%




                                     Level 1

   40%
   35%
   30%
   25%
   20%                                                                  Level 1
   15%
   10%
   5%
   0%
         0-6 Months 6-12 Months   1-5 Years   5-10 Years   > 10 Years
Level 2

35%

30%

25%

20%
                                                                     Level 2
15%

10%

5%

0%
      0-6 Months 6-12 Months   1-5 Years   5-10 Years   > 10 Years




                                  Level 3

35%

30%

25%

20%
                                                                     Level 3
15%

10%

5%

0%
      0-6 Months 6-12 Months   1-5 Years   5-10 Years   > 10 Years
Level 4

    35%

    30%

    25%

    20%
                                                                              Level 4
    15%

    10%

     5%

     0%
          0-6 Months 6-12 Months   1-5 Years   5-10 Years   > 10 Years




INTERPRETATION

This question of Annual HR Survey state the time period of employees to serving this
organization. Majorities are different according to different levels as, majority of Level 1
employees are those who have been working in Sharda between “1 to 5 years”, followed by
“0 to 6 month” and “5-10 years” equally 24%. It can be explained that some more
employees joined level one through recruitment and who have tenure between 1 to 5
associated with Sharda for learning opportunities and growth.
24% employees in 5-10 years shows that employees at this level prefer to continue working
with Sharda for longer duration.

In the case of level 2, maximum employees are those who have been served this
organization for “5-10 years”, followed by the ones who have been working for “1-5 year”.
The least percentage being of those who belong to the time period , of “> 10 years” as after
this much of experience they are posted to high salary and consider
in next level.
In case of level 3, almost the same pattern can be observed as level 2. Maximum employees
belong to this category of those who have served for “5-10 years”. It cabe explained as when
the employee become experienced they got promoted to high salary cadre and continue
their association with Sharda.


In Level 4, employees are those who serve this organization “more than 10 years”. This
indicate that employees who are experienced & gave much time to this organization got
high post .Result also shows a few recruitments done on higher salary this year as we
observed that some percentage of employees in “0-6 months and 6-12 months”.
Q5.2. Why do you prefer to work in Sharda?


                          Level 1                        Level 4
                          (Lowest) Level2    Level 3     (Highest)
A     Attractive Salary     31%     39%        51%         36%
B     Career Prospects      71%     73%        71%         68%
C     Proximity to home     54%     56%        61%         45%
D     Creative interest     61%     58%        50%         67%
      Learning              83%     80%        70%         80%
E     Opportunities




                             Level 1

    90%
    80%
    70%
    60%
    50%
                                                                     Level 1
    40%
    30%
    20%
    10%
    0%
            A        B       C         D             E
Level2

80%
70%
60%
50%
40%                             Level2
30%
20%
10%
0%
      A   B   C         D   E




              Level 3

80%
70%
60%
50%
40%                             Level 3
30%
20%
10%
0%
      A   B   C         D   E
Level 4

   80%
   70%
   60%
   50%
   40%                                                                   Level 4
   30%
   20%
   10%
    0%
             A          B          C          D          E




INTERPRETATION


This is one of the interesting questions of HR Survey about the preference to work
with Sharda. Majority of employees at all the level prefer to work because of the
“learning opportunities” and second priority to “career prospects”. But the employees
of Level 3 have given a little bit more majority to “Career prospects”.

Thus it indicates that organization provided learning opportunities that is helpful for
the career of their employees.

Next preference of employee’s is “creative interest “ and “ proximity to home” as most
of employees especially level 3 basically belong to Meerut or nearby Meerut.

Lowest preference given to attractive salary by majority of employee at all the levels.
Q5.3. Where do you see yourself three year from now?



                                  Level 1                     Level 4
                                  (Lowest) Level2   Level 3   (Highest)
    High responsibility with        71%       71%       94%     87%
A   high salary
B   Same job with high salary       14%       16%       6%      13%
C   Same job with same salary       3%         2%       0%       0%
    May not be a part of Sharda
                                    12%       11%       0%       0%
D   team




                                   Level 1

    80%
    70%
    60%
    50%
    40%                                                               Level 1
    30%
    20%
    10%
     0%
               A            B             C         D
z
Level 2

80%
70%
60%
50%
40%                          Level 2
30%
20%
10%
0%
       A   B       C     D




               Level 3

100%
90%
80%
70%
60%
50%                          Level 3
40%
30%
20%
10%
 0%
       A   B       C     D
Level 4

   90%
   80%
   70%
   60%
   50%
                                                                        Level 4
   40%
   30%
   20%
   10%
    0%
              A             B            C            D




INTERPRETATION


Concerning the future aspects, the majority of employees at all levels foreseen “High
Responsibility with High Salary” as it concern with their future and career. Every
employee want growth thus they choose this one and followed by second choice
“Same Job with high Salary”. When they were asked reason they mention that they
are still satisfied with their job responsibility they have but need high salary.

Although a Few number of employees, 12% in Level 1 and 11% in Level 2 said that
“may not be a part of Sharda Exports”. The one and only reason behind this is lower
salary of lower level employees with busy time schedule.


A very few number no. of employees 3% of level 1 and 2% of level 2 have gone with
“Same Job with Same Salary” that indicates that they are less motivated or not
satisfied.
There is not a single employee of level 3 & 4 who wants to leave Sharda or want to
continue with same job this year. This indicates that proper learning opportunities
are provided and employees are motivated.
Q5.4. According to you, what is the most effective way to enhance
performance?



                                                  Level 1                            Level 4
                                                  (Lowest)   Level2     Level 3      (Highest)
A          Work hard and follow the system             95%        91%       92%           88%
B          More and more training                      80%        71%       74%           75%
C          With more authority                         78%        76%       81%           68%
D          Positive incentives                         87%        85%       89%           80%
E          Negative incentives                         39%        41%       44%           42%
F          A proper job description/job profile        90%        87%       89%           83%
G          Regular performance appraisal               93%        88%       96%           82%




                                      Level 1
    100%
    90%
    80%
    70%
    60%
    50%                                                                    Level 1
    40%
    30%
    20%
    10%
     0%
                A      B       C       D      E       F       G
Level 2
100%
90%
80%
70%
60%
50%                                                       Level 2
40%
30%
20%
10%
 0%
        A       B       C       D     E       F       G




                                Level 3
 100%
 90%
 80%
 70%
 60%
 50%                                                       Level 3
 40%
 30%
 20%
 10%
  0%
            A       B       C    D        E       F   G
Level 4
   90%
   80%
   70%
   60%
   50%
   40%                                                                   Level 4

   30%
   20%
   10%
    0%
            A       B       C       D       E       F       G




INTERPRETATION


Undoubtly, Hard work is always mentioned as the best way to enhance the
performance and the majority of level 1, 2& 4 have been given to “Hard work &
Follow the system”. They all agree that individual have to hard work in the parameter
of systematic approach to enhance performance.

But in the case of level 3, a little bit more majority is given to “Regular Performance
Appraisal” and other level 1,2, & 4 also indicate it as 2nd priority. They mentioned
that every employee do hard work but if he get the proper feedback and appraisal of
their work he can work on his improvement area and encouraged to do work better.

The very least importance in all the levels has been given to “Negative Incentive”.
They mention that negative incentive can force that to do work harder and may
enhance the performance but cannot create interest in employees to do that work
better.
At the time of collecting information it is seen that at all the level 3rd priority is given
to proper job description. In this regard many employees of lower level don’t have
proper awareness about their Zero-T .

Thus to increase the productivity and performance of the employees a proper
description and awareness should be there so that they can so that they can focus on
their KRA(Key Result Areas) and do their work accordingly, which may enhance
their performance.

Level 3 also seems interested to have more authority as they have responsibility.
Training has scored relatively lower preference at all levels. The reason may be that
the employees consider themselves well trained or they do not know what type of
training can help them to enhance their performance.
Q5.5. Please rate the training topics as to how much they can enhance your
performance?



                                         Level 1                      Level 4
                                         (Lowest) Level2    Level 3   (Highest)
                  Training topics
      Office Oriented
A     Business communication               85%       77%      86%        78%
      Outlook express & files folder
                                           75%       68%      78%        57%
B      management
      ISO 9001 &14001 requirement &
                                           81%       70%      60%        65%
C     importance in working
D     Typing tutor                         57%       50%      50%        42%
                    Job Related
      Step of carpet production/
                                           84%       80%      75%        73%
E     company processes
F     Work basic                           79%       75%      90%        73%
      Quality parameters for carpets/      84%       82%      72%        78%
G     samples
H     Environmental procedures             82%       79%      81%        67%
I     Health, safety & housekeeping        89%       78%      74%        68%
             Personal development
J     Positive attitude                    87%       86%      85%        87%
K     Code of conduct                      82%       74%      71%        77%
      Fire drills and use of fire
                                           80%       64%      49%        57%
L      extinguishers
Level 1
90%
80%
70%
60%
50%
40%                                                     Level 1

30%
20%
10%
0%
      A   B   C   D   E   F     G   H   I   J   K   L




                              Level 2
90%
80%
70%
60%
50%
40%                                                     Level 2

30%
20%
10%
0%
      A   B   C   D   E   F     G   H   I   J   K   L
Level 3
90%
80%
70%
60%
50%
40%                                                     Level 3

30%
20%
10%
0%
      A   B   C   D   E   F     G   H   I   J   K




                              Level 4
90%
80%
70%
60%
50%
40%                                                     Level 4

30%
20%
10%
0%
      A   B   C   D   E   F     G   H   I   J   K   L
INTERPRETATION


According to the different levels employees the priority of the employees are also
different. The choice of all the level’s employees considered differently regarding
training topic that can enhance their performance and productivity.

According to the suitability of employees the priorites of different level employees
Are :

LEVEL 1:
             1.    Health Safety and Housekeeping
             2.    Positive Attitude
             3.    Business Communication
             4.    Steps of carpet production/ Quality Parameters
             5.    Environmental Procedures


LEVEL 2:
              1.   Positive Attitude
              2.   Quality Parameters
              3.   Steps of carpet production
              4.   Environmental Procedures
              5.   Health Safety and Housekeeping


LEVEL 3:
             1.    Work basics
             2.    Business Communication
             3.    Steps of carpet production
             4.    Environmental Procedures
             5.    Health Safety and Housekeeping

LEVEL 4:
             1.    Positive Attitude
             2.    Quality Parameters
             3.    Code of Conduct
             4.    Steps of carpet production/ Quality Parameters
             5.    Health Safety and Housekeeping
Q5.6. Please indicate your participation in the training during the last one
year.



During survey we didn’t found proper numeric data to interpret the result because
most of the employees don’t know that how many training they have been invited
during last year.
Q5.7. How useful is the Suggestion Scheme?



                       Level 1                              Level 4
                       (Lowest) Level2            Level 3   (Highest)
Very useful                75%            61%       50%       47%
Useful                      9%            22%       16%       20%
Somewhat useful             7%            9%        28%       13%
Not at all                 9%             8%         6%       20%




                                               Level1

     80%
     70%
     60%
     50%
     40%
                                                                          Level1
     30%
     20%
     10%
      0%
             Very useful         Useful         Some what    Not at all
                                                  useful
Level 2

70%

60%

50%

40%

30%                                                   Level 2

20%

10%

0%
      Very useful   Useful    Somewhat   Not at all
                                useful




                             Level 3

50%
45%
40%
35%
30%
25%
                                                      Level 3
20%
15%
10%
 5%
 0%
      Very useful   Useful    Somewhat   Not at all
                                useful
Level 4

    50%
    45%
    40%
    35%
    30%
    25%
                                                                          Level 4
    20%
    15%
    10%
     5%
     0%
           Very useful     Useful     Some what      Not at all
                                        useful




INTERPRETATION


In response to this question, majority of all the level feels that Suggestion Scheme is
very useful to present their views as it create openness to employee to share their
ideas in front of the Management. But percentage decreases as we move to level 1 to
level 4.

During survey majority of all level employees accepted the usefulness of Suggestion
Scheme are very high. Two equal proportion of level 4 employee 20% consider that
it is useful as well as not at all useful.
Q5.8. How many suggestions you have given during last one year?



               Level 1                           Level 4
               (Lowest) Level2       Level 3     (Highest)
None                 75%       55%       55%          39%
1                    10%       22%       17%           0%
2 To 5               12%       20%       28%          47%
More than 5           3%        3%        0%          24%




                                     Level 1

   80%
   70%
   60%
   50%
   40%                                                             Level 1
   30%
   20%
   10%
    0%
              None         1            2 To 5       More than 5
Level 2

60%

50%

40%

30%                                        Level 2

20%

10%

0%
      None   1      2 To 5   More than 5




                 Level 3

60%

50%

40%

30%                                        Level 3

20%

10%

0%
      None   1      2 To 5   More than 5
Level 4

   50%
   45%
   40%
   35%
   30%
   25%                                                                 Level 4
   20%
   15%
   10%
    5%
    0%
             None          1           2 To 5     More than 5




INTERPRETATION



After considering the response of employees of the previous question the majority
has been given to “Very Important” for the suggestion scheme. But when employees
where asked about their participation in suggestion scheme the majority of Level 1 is
“None”. The reasons for this are not very clear except that possibly most of them are
not able to think beyond their daily routine.

In case of level 2 & 3 majority has been given to “None”, according to them
suggestions have given sometime but it was not implemented. Some employee of
level 2 & 3, 20% and 28% respectfully given 2 to 5 suggestion.
In the case of level 4, majority of the employees is “2 to 5” some also given “more
than 5”( 24%) as most the employees of this level are managers and much
experienced and given suggestion time to time.

Some employees have some complaints with this scheme that the suggestion is not
implemented. If suggestions have been implemented than employees should also
informed about that.
Q5.9. Please rate the motivational factor by which no. of suggestions can be
increased?



                      Level 1                             Level 4
                      (Lowest) Level2       Level 3       (Highest)
    HOD,s to submit
    Team                83%       75%         65%           67%
A   suggestions
    Giving
    suggestion
                        80%       66%         67%           63%
    made
B   mandatory
    ,SUGGESTION OF

C   THE MONTH,          86%       78%         78%           88%
    Award
    Your
    contribution in     82%       70%         83%           75%
D    implementation




                                Level 1

    87%
    86%
    85%
    84%
    83%
    82%                                                               Level 1
    81%
    80%
    79%
    78%
    77%
             A            B             C             D
Level 2

78%
76%
74%
72%
70%
                            Level 2
68%
66%
64%
62%
60%
      A   B       C     D




              Level 3

90%
80%
70%
60%
50%
                            Level 3
40%
30%
20%
10%
0%
      A   B       C     D
Level 4

   90%
   80%
   70%
   60%
   50%
                                                                          Level 4
   40%
   30%
   20%
   10%
    0%
               A            B             C             D




INTERPRETATION


In response to increase the number of suggestions in Suggestion Scheme, the
majority of level 1 2 & 4 is given to the best reward as “Suggestion of the Month” they
mention that this is helpful to encourage other employees also to participate in
suggestion scheme.

According to the level 3 the majority has “Indicated their willingness to contribute
toward implementation of their suggestion” .

The second important factor according to level 1 & 2 is “H.O.D to submit their team
suggestion” and according to level 4 it is “Your willingness to contribute”.
SECTION-2: Stress Management and Relationship with your Senior.



Q5.10. Rate the following factors which would be helpful in reducing
stress at work place.


                                 Level 1                      Level 4
                                 (Lowest) Level2    Level 3   (Highest)
A    Flexible work timing            87%      79%       79%        82%
B    Job Rotation                    71%      68%       64%        70%
C    Focus on result                 83%      81%       83%        77%
D    Improvement in tools            77%      84%       86%        75%
E    Introducing food products       78%      82%       81%        63%
F    Team work                       91%      94%      100%        90%
     Improvement in junior
G    senior relationship             94%      92%       94%        82%
     Motivational physical
H    facilities                      95%      83%       86%        75%
I    Short tea breaks                87%      81%       75%        72%
J    Increase in holidays            76%      76%       75%        77%
K    Reduction in overtime           85%      70%       78%        60%
L    Recreational Facilities         82%      76%       78%        63%
M    Increase in ECA                 78%      73%       69%        67%
Level 1
100%
90%
80%
70%
60%
50%
                                                             Level 1
40%
30%
20%
10%
 0%
       A   B   C   D   E   F    G   H    I   J   K   L   M




                               Level 2
100%
90%
80%
70%
60%
50%
                                                             Level 2
40%
30%
20%
10%
 0%
       A   B   C   D   E   F    G   H    I   J   K   L   M
Level 3
100%
90%
80%
70%
60%
50%
                                                             Level 3
40%
30%
20%
10%
 0%
       A   B   C   D   E   F    G   H    I   J   K   L   M




                               Level 4
90%
80%
70%
60%
50%
40%                                                          Level 4

30%
20%
10%
0%
       A   B   C   D   E   F   G    H    I   J   K   L   M
INTERPRETATION


In response to get the important factor to reduce the stress the priority of level 1 is
motivational physical facilities & the priority of level 2, 3 & 4 is “Team work”.
Employees of all the level have been also given importance to “Flexible work timing”
but not more than “Team work & Motivational Physical Facilities”.

The second choice of different level employees is different as “Improvement in junior-
senior relationship, Improvement in tools & Flexible work timings”. According to
employees Flexible work timing in one way can reduce their stress but they also
accept this fact that it may reduce the quality and performance.

The most important stress reducing factors according to different levels are as
under:


LEVEL 1:

           1.   Motivational Physical Facilities
           2.   Improvement in junior-senior relationship
           3.   Introducing food products
           4.   Flexible work timing/ Short tea breaks
           5.   Reduction in over time


LEVEL 2:

           1.   Team work
           2.   Improvement in junior-senior relationship
           3.   Improvement in Tools
           4.   Motivational Physical Facilities
           5.   Short tea breaks/Focus on result


LEVEL 3:

           1.   Team work
           2.   Improvement in junior-senior relationship
           3.   Improvement in Tools / Motivational Physical Facilities
           4.   Focus on result
           5.   Introducing food products
LEVEL 4:

           1.   Team work
           2.   Flexible work timing
           3.   Focus on result/ Short tea breaks
           4.   Motivational Physical Facilities
           5.   Improvement in Tools



As per analysis of above all the information, most of the employees of level 1, 2&3
feels that “Job Rotation” can’t help them to reduce their stress, as they do have their
specific work area and they need to improve the same for better satisfaction towards
their job and it is also very time consuming and may increased complexity in their
work.

One another point that is also mentioned is that Flexible work timing can reduce
their stress but most of the employees think in that quality may suffer.
Q-5.12. Rate the following factors that will help us in the identifying the
relationship with your seniors.


                                  Level 1      Level 2   Level 3        Level 4
A   Explain job properly                 95%       94%        92%           83%
B   Shows fair treatment                 92%       90%        86%           87%
C   Appreciates good work                93%       87%        90%           85%
D   Solves problem                       94%       92%        90%           83%
    Inform about
E   performance                          87%       89%        86%           70%
    Knows and follow
F   procedures                           86%       85%        89%           83%
G   Listens to suggestions               91%       85%        83%           77%
    Encourages to do things
H   better                               90%       91%        83%           92%
    Maintains two way
I   communication                        87%       86%        88%           77%




                                    Level 1
    96%

    94%

    92%

    90%

    88%
                                                                                  Level 1
    86%

    84%

    82%

    80%
          A     B     C       D      E         F    G     H         I
Level 2
96%

94%

92%

90%

88%
                                            Level 2
86%

84%

82%

80%
      A   B   C   D   E    F    G   H   I




                      Level 3
92%

90%

88%

86%
                                            Level 3
84%

82%

80%

78%
      A   B   C   D   E    F    G   H   I
Level 4
   100%
    90%
    80%
    70%
    60%
    50%
                                                                                 Level 4
    40%
    30%
    20%
    10%
     0%
             A      B     C      D      E      F      G      H      I




INTERPRETATION



A healthy relationship among our colleagues an superior plays an important role to reduce
stress. After analyzing all data it seems that all the employees satisfied with their senior and
manager. The majority to identify the relationship with seniors is given to “Explain Job
Properly” by level 1st & 2nd and 3rd to create more understanding between them.

The employees of level 4th have given a little bit more majority to “Encourages to do things
better”. As the majority of these level employees is more than 10 years as they are well
known about their job thus they mentioned that encourages to do thing better is most
effective way. All employees are satisfied with their seniors as they appreciate good work,
solve their problems shows them fair treatment there is a healthy environment and
harmony among the junior and senior.

But it is also can be interpreted through data that “Inform about the performance feedback”
is least identifying factor for junior & senior relationship by most of the employees.
SECTION 3: Team Work and Decision Making Process



Q5.13. Kindly rate the following reveal important information regarding
Teamwork and Group cohesiveness.


                                                  Level 1       Level 2    Level 3        Level 4
A      I feel I am a part of my team                      91%       89%             93%       93%
       I am free to use my judgment in getting
B      work done                                          72%       76%             79%       83%
C      We avoid conflict to achieve harmony               86%       82%             88%       87%
       We share our personal problems with each
D      other                                              67%       55%             63%       60%
E      Other members help in solving problems             85%       81%             76%       78%




                                 Level 1

    100%
    90%
    80%
    70%
    60%
    50%                                                                   Level 1
    40%
    30%
    20%
    10%
     0%
             A         B         C         D          E
Level 2

90%
80%
70%
60%
50%
                                 Level 2
40%
30%
20%
10%
0%
       A   B   C         D   E




               Level 3

100%
90%
80%
70%
60%
50%                              Level 3
40%
30%
20%
10%
 0%
       A   B   C         D   E
Level 4

   100%
    90%
    80%
    70%
    60%
    50%                                                                  Level 4
    40%
    30%
    20%
    10%
     0%
              A          B         C          D          E




INTERPRETATION


Most employees feel that they played important role on their job in team. So, mostly
all level employees feel that they work for team and in groups, and followed by
“Avoid conflict to achieve harmony” it means that employees at all the level aware
that to attain team objective they must avoid conflict.

Most of the employees at all the level specially 3rd interested to keep separate their
personal problems to their profession therefore we can observe the least percentage
of employees of all level like “Share their personal problem with each other.”

The analyses of all the data indicates that the employees level 1st have the best
bonding together. Overall we can say that the analyses of all data indicates that all
levels employees present very positive view on all option especially regarding team
work and group cohesiveness.
Q5.14. Kindly rate the following factors related to decision making at Sharda
Exports.



                                     Level 1   Level 2       Level 3   Level 4
      I am involved important
A     decisions                          75%       68%           69%       75%
      Superior considers
B     other options                      83%       75%           74%       70%
      People are responsible
C      for their decisions               84%       83%           68%       72%
      Decision making is confined
D     to top management                  86%       94%           89%       73%




                                    Level 1

    88%
    86%
    84%
    82%
    80%
    78%                                                                     Level 1
    76%
    74%
    72%
    70%
    68%
             A            B             C                D
Level 2

100%
90%
80%
70%
60%
50%                          Level 2
40%
30%
20%
10%
 0%
       A   B       C     D




               Level 3

90%
80%
70%
60%
50%
                             Level 3
40%
30%
20%
10%
0%
       A   B       C     D
Level 4

   76%
   75%
   74%
   73%
   72%
                                                                       Level 4
   71%
   70%
   69%
   68%
   67%
              A            B            C            D




INTERPRETATION

The analyzed data the present that all levels employees as per the authority and duty
like involve in important decision making process. As per the employees of level 4th,
mostly manager who handle and accountable for their team and they have rich
experience and much capable than other levels, so they must involved in all
important decisions therefore their majority is more for involvement at organization
decision & the employees of level 1st & 2nd and 3rd give majority that to “Decision
making is confined to top level management”.

Level 1st employees have given rating secondly to that “People are responsible for
their decision “as per observation they are not responsible for any decision in which
there is no involvement of them.

Level 2nd employees also focus on that “People are responsible to their decision” as
per data collection and interpretation it can also analyze that level 3rd employees
focused that decisions depend on top management level. In their point of view
“Superior considers other option” is next important term.

Here we may conclude that all levels employees would like to involve in the decision
making of Sharda Export. Most of the employees mentioned that they should also
involve in the decision so that they can learn for the future.
SECTION 4: Implementation & Evaluation Advantage Sharda Program


Q5.15. How do you rate Implementation of Advantage Sharda Program?


                       Level 1       Level 2      Level 3    Level 4
Excellent                     11%          6%          11%       20%
Good                          64%         61%          33%       27%
Needs Improvement             17%         25%          50%       33%
Alternate Program
should be thought of          8%           3%           6%       20%




                                 Level 1

   70%
   60%
   50%
   40%
   30%
                                                                       Level 1
   20%
   10%
    0%
           Excellent   Good            Needs         Alternate
                                    Improvement     programme
                                                     should be
                                                    thought of
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project on sharda

  • 1. A SUMMER TRAINING PROJECT REPORT ON A HUMAN RESOURCE ANNUAL SURVAY OF SHARDA EXPORTS SUBMITTED IN PARTIAL FUFILLMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION (2010-2012) SUBMITTED TO: SUBMITTEDBY: DR. RUCHI TYAGI ANURADHA GOLA PROJECT REPORT SUPERVISOR Roll No.: 1007570012 SCHOOL OF MANAGEMENT M.B.A. III SEM RADHA GOVIND GROUP OF INSTITUTIONS, MEERUT M.M TECHNICAL UNIVERSITY, NOIDA (2011)
  • 2. To Whom So Ever It May Concern This is to Certify that Ms. Anuradha Gola has prepared a summer training based project report on the title „Annual HR Survey‟ for the partial fulfillment of Masters Degree in Business Administration from M.M. Technical University, Noida. To the best of my knowledge the matter presented in project report is satisfactory and we wish her success in her future endeavor. Name (Dr. Ruchi Tyagi) Anuyogipuram, Garh Road, Meerut-250 004 (UP) INDIA Telefax : 0121 – 2760396, 2765023, 2603082 Fax : 0121-2600771 e-mail : info@rgec.edu, info@iims.edu.in, website : www.rgec.edu, www.iims.edu.in
  • 3. DECLARATION I, hereby declare that the research work presented in the summer training based project report entitled, “Annual HR Survey at Sharda Exports ” for the partial fulfillment for the award of Master degree in Business Administration from Mahamaya Technical University, Noida is based on my research work. The project report embodies the result of original work and studies carried out by me and the content of the project do not from the basis for the award of any other degree to me or to anybody else. Anuradha Gola 1007570012
  • 4. ACKNOWLEDGEMENT This project would not have been initiated and completed without the blessings of Almighty God. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors of Sharda Exports for giving me an opportunity to be a part of their organization as a trainee and conduct the Annual HR Survey. I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut” especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidance and knowledge. On the completion of this research report. I am immensely thankful to M.M. Technical University, Noida which has provided me with this opportunity .I am also thankful to School of Management, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support, enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound sense of gratitude to all the supporting hands. I am deeply indebted to all the employees of Sharda Exports who were quite supportive and actively participated in the survey. I am also thankful to my parents who have persuaded me to undergo this course. Signature Name : Anuradha Gola Roll No : 1007570012
  • 5. LIST OF TABLES S.NO. TABLE CAPTION PAGE NO. NO. 1 5.1 How long you are working in sharda. 2 5.2 Why do you prefer to work in Sharda. 3 5.3 Where do you see yourself three yesr from now 4 5.4 What is the most effective way to enhance performance 5 5.5 Rate the training topics as to how much they can enhance your performance 6 5.6 Please indicate your participation in the training during the last one year 7 5.7 How useful is the suggestion scheme 8 5.8 How many suggestion you have given during last one year 9 5.9 Please rate the motivational factor by which no. of suggestion can be increased. 5.10 Rate the following factors which would be 10 helpful in reducing stress at work place 12 5.12 Kindly rate the following reveal important
  • 6. information regarding teamwork and group cohesiveness 13 5.13 Kindly rate the following factors related to decision making at Sharda Exports 14 5.14 How do you rate implementation of ADVANTAGE Sharda Exports 15 5.15 Rate the factors that yoy feel have been affected by the implementation of Advantage Sharda Program 16 5.16 Up to what extent we are successful in achieving the objectives of Advantage Sharda 17 5.17 How has Advantage Sharda benefited you as an individual 18 5.18 What do you understand bu Housekeeping 19 5.19 How important is Housekeeping for Health and Safety of employees 20 5.20 Hoe important is keeping Aisles(Yellow lines) clear for safety of employees 21 5.21 How important are Personal Protective Equipment for their safety? 22 5.22 How important is wearing helment for personal safety
  • 7. LISTS OF FIGURES TABLE CAPTION PAGE NO. S.NO. NO. 1 5.1 How long you are working in sharda. 2 5.2 Why do you prefer to work in Sharda. 3 5.3 Where do you see yourself three yesr from now 4 5.4 What is the most effective way to enhance performance 5 5.5 Rate the training topics as to how much they can enhance your performance 6 5.6 Please indicate your participation in the training during the last one year 7 5.7 How useful is the suggestion scheme 8 5.8 How many suggestion you have given during last one year 9 5.9 Please rate the motivational factor by which no. of suggestion can be increased. 5.10 Rate the following factors which would be 10 helpful in reducing stress at work place 12 5.12 Kindly rate the following reveal important
  • 8. information regarding teamwork and group cohesiveness 13 5.13 Kindly rate the following factors related to decision making at Sharda Exports 14 5.14 How do you rate implementation of ADVANTAGE Sharda Exports 15 5.15 Rate the factors that yoy feel have been affected by the implementation of Advantage Sharda Program 16 5.16 Up to what extent we are successful in achieving the objectives of Advantage Sharda 17 5.17 How has Advantage Sharda benefited you as an individual 18 5.18 What do you understand bu Housekeeping 19 5.19 How important is Housekeeping for Health and Safety of employees 20 5.20 Hoe important is keeping Aisles(Yellow lines) clear for safety of employees 21 5.21 How important are Personal Protective Equipment for their safety? 22 5.22 How imp. Wearing helment for persona lsafety
  • 9. TABLE OF CONTENTS CHAPTER NO. TITLE PAGE NO. LIST OF TABLES IV LIST OF FIGURES V EXECUTIVE SUMMARY VII PART I 1 INTRODUCTION 1.1 INTRODUCTION 1.2 OBJECTIVES OF THE STUDY 1.3 RESEARCH METHODOLOGY 1.4 LIMITATIONS PART II 2 LITRATURE REVIEW 2.1 BACKGROUND OF HDFC: IRDA 2.2 PRESENT STATUS 3 3.1 SURVEY THEORY 3.2 THEORY OF SURVEY PROCESS 4 RESEARCH METHODOLOGY 4.1 RESEARCH APPROACH 4.2 SAMPLE DESIGN 4.3 DATA,ITS COLLECTION AND TABULATION PART III.5 DATA ANALYSIS & INTERPRETATION 5.1 DATA ANALYSIS & DISCUSSION PART IV,6 CONCLUSIONS AND SUGGESTIONS 6.1 CONCLUSION 6.2 SUGGESTION BIBLOGRAPHY
  • 10. ACKNOWLEDGEMENT This project would not have been initiated and completed without the blessings of Almighty God. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors of Sharda Exports for giving me an opportunity to be a part of their organization as a trainee and conduct the Annual HR Survey. I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut” especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidance and knowledge. On the completion of this research report. I am immensely thankful to M.M. Technical University, Noida which has provided me with this opportunity .I am also thankful to School of Management, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support, enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profound sense of gratitude to all the supporting hands. I am deeply indebted to all the employees of Sharda Exports who were quite supportive and actively participated in the survey. I am also thankful to my parents who have persuaded me to undergo this course. Signature Name : Anuradha Gola Roll No : 1007570012 Date :
  • 11. EXECUTIVE SUMMARY AN ANNUAL HUMAN RESOURCE SURVEY OF SHARDA EXPORTS EMPLOYEES Human Resource is the most important asset of an organization as it is capable of productively utilizing and mobilizing all other assets. Most of the successful companies are better oriented towards their employees. They value the suggestions given by their employees as it is the first hand source of information as far as their policies and programs are concerned. The annual HR survey aims at achieving the following objectives: To analyze what the employees feel about the organization.To analyze the training needs and also get feedback on the training attended by the employee.To identify the areas of implementation and improvement of the suggestion scheme.To find out the factors which can help to reduce stress and as a result, increase the productivity of the employees.To study and assess the relationship of employees with their seniors Research methodology is a way to systematically solve the research problem. When we talk of research methodology we not only talk of research methods but also consider the logic behind it. We use in the context of our research studies and explain why we are not using the other method so that research results are capable of being evaluated either by the researcher himself or by the others. The purpose of this section is to describe the methodology carried out to complete the work. The effectiveness of any research work depends upon the correctness and effectiveness of the research methodology. The researcher has been advised by his company organizer to include all of this in the sample has for the collection of primary data the researcher has used questionnaire
  • 12. as a tool, the collected data was than tabulated and analyzed with the help of the percentage method and Ms Excel package. This is then presented and interpreted to drive findings and recommend suggestions. On the analysis of data researcher come out with findings these are: 1.As per the analysis we get that majority of the employs are those who have been working here from 1-5 year, they mentioned their preference to work in Sharda is for learning opportunities and growth. 2. Considering the relationship with seniors, mostly juniors mentioned that they are satisfied with their seniors and they help them in most of the time as and when required. 3. There is a very positive analysis of employees regarding team work and group cohesiveness. 4. Regarding the implementation of Advantage Sharda Program, the majority is of employees is with good and need improvement. 5. During Survey we found that employees are well aware about the importance of housekeeping and self responsible for this.
  • 13. PART I BACKGROUND AND INTRODUCTION
  • 14. CHAPTER 1 BACKGROUND AND INTRODUCTION 1.1 INTRODUCTION Human Resource is the most important asset of an organization as it is capable of productively utilizing and mobilizing all other assets. Most of the successful companies are better oriented towards their employees. They value the suggestions given by their employees as it is the first hand source of information as far as their policies and programs are concerned. As a part of an organization‟s effort to continuously improve the quality and productivity of its Human Resource, the HR Department of Sharda Exports conducts an “Annual HR Survey” every year for checking out the success that they achieved in their targets, gathering feedback of its employees on various issues, so that the it can frame future policies & programs and implement the same for the benefit of the employees as well as the organization. 1.2OBJECTIVES OF SURVEY The annual HR survey aims at achieving the following objectives: To analyze what the employees feel about the organization. To analyze the training needs and also get feedback on the training attended by the employee. To identify the areas of implementation and improvement of the suggestion scheme. To find out the factors which can help to reduce stress and as a result, increase the productivity of the employees. To study and assess the relationship of employees with their seniors. To find out the team spirit and group cohesiveness among the people working for Sharda exports.
  • 15. To know the process of decision making at various levels in the organization. To evaluate the effectiveness of Advantage Sharda Program. To assess the knowledge and concern of the employees regarding their own safety. 1.3 RESEARCH METHODOLOGY Research methodology is a way to systematically solve the research problem. When we talk of research methodology we not only talk of research methods but also consider the logic behind it. We use in the context of our research studies and explain why we are not using the other method so that research results are capable of being evaluated either by the researcher himself or by the others. The purpose of this section is to describe the methodology carried out to complete the work. The effectiveness of any research work depends upon the correctness and effectiveness of the research methodology. 1.4LIMITATIONS Every scientific study has certain limitations and the present study is no more exception. These are:- The sample size selected for the survey was small. It might be possible that the sample population did not represent the whole population. Researcher was a member of the recruitment team so researcher found it difficult to analyze the whole process from the third person perspective.
  • 17. CHAPTER 2 2.1 BACKGROUND OF SHARDA EXPORTS SHARDA EXPORTS is a government recognized export house, dealing in the manufacturing and exporting hand tufted and hand woven carpets, bath rugs, and chenille. The head office and works is located in Rithani Industrial Area, on Meerut-Delhi road, which is about 60 kmts Away from Delhi. In the year 1983, entrepreneurs Mr.J.K.Gupta & Mrs.Meenakshi Gupta laid the foundation of a small factory in Meerut, for manufacturing handmade carpets. Little did they know that the unit, which they had set up at their garage with 6 weavers, will one day grow up into a massive organization, directly or indirectly supporting around 3000 families! Today, Sharda as a company, is a well-recognized name globally, as a premier Manufacturer & Exporter of Hand tufted & Hand woven Carpets out of India. A brief overview of this success story is outlined below: 1983: Establishment of the first unit, mainly for the production of custom-made personal rugs. 1985: Supply to domestic carpet dealers. 1987: Started working for trader exporters. 1991: First direct export order to UK and France. 1992: Exhibited for the first time at Domotex-Hannover in a 6 square meter stand with 5 carpets on display. A new factory was established under the name of Avant Garde Carpets Pvt. Ltd. 1994: Electro-pneumatic gun-tufting plant set up in collaboration with COMERAN CARPETS, Israel. 1996: Purchased land for setting up a new corporate office & state-of-the-art manufacturing facility. 1997: Various National Awards were received for the highest export performance & sustained growth rate.
  • 18. 1998: New factory & the present head office came in operation. 1999: One more factory added to support more production. Achieved ISO 9001 certification, and became one of the first companies in the trade to have this certificate. 2000: Achieved ISO 14001 certification. Established an impressive Showroom in Delhi for the convenience of buyers. Award of Honor “Niryatshree” received from the Federation of Indian Export Organizations (FIEO), which is set up by The Ministry of Commerce, Government of India. 2001: Product range diversified to bath rugs. To meet the rising customer demands, a separate state-of-the-art new bath rug division was started. Established in-house dyeing facility with sophisticated machines for backward I integration of operations. Started participating at Heimtextil-Frankfurt 2003: Added another new category to the ever expanding range of products - Leather rugs, a new taste of customers in this trade. 2004: Due to growing demand for Sharda‟s products, another production unit was started to meet the delivery time frames. During this, a step ahead in undertaking social responsibility, Sharda achieved AV Social Standard certification from DNV. Started exhibiting at Europe‟s Most reputed furniture fair, IMM-Cologne. Largest exporter of hand tufted carpets in the country. 2005: To cope-up with the increase in demand for Leather Rugs, one more production unit was established. Set up of sophisticated Korean made Chenille yarn manufacturing machines. Imported high-tech Japanese machine for anti-skid latexing on bathmats. Achieved the position of being second largest exporter of carpets outside India. Started direct import of exotic leathers in several countries like South America, South Africa, Australia, Turkey, China etc. to offer better quality at reasonable prices Imported electric tufting machines. 2006: Achieved Öko-Tex certification for natural wool products. We installed sophisticated leather printing, cutting and stitching machines to enhance better quality
  • 19. 2007: Öko-Tex certification achieved for a product from the Bathmat Collection, tested as per the Öko-Tex Standard 100 Started exhibiting in Eveteks-Istanbul home textile fair. Installed and commissioned a Condensate Recovery System for boiler in May‟07 to reduce our water and energy consumption 2008: Diversification of our Product range by addition of more items like cushions, pillows and bean bags in the home accessories category. Established In-house vacuumized packing facility for pillows to give added benefit to our customers in terms of load ability installed a sophisticated machine for checking area of hair on hide leather which we import from various countries. Started exhibiting in Domotex-Shanghai fair 2009: Increased participation in several reputed International shows apart from participation in Heimtextil - Frankfurt, Domotex - Hanover, IMM - Cologne, Domotex Shanghai, Eveteks Istanbul, started exhibiting few more international shows like Ambiente - Frankfurt, Hong Kong house ware fair, Mega - Show I Hong Kong, Tendence- Frankfurt. Added Balls and Pebbles Rugs, Flat weave products and Jute Carpets into our impressive range of floor coverings. 2010: Continuing the trend, this year also we added Maison and Objet Fair at Paris (Jan and Sep), and International Furniture Fair at Singapore into our itinerary of International shows. On the plant modernization front, we converted our boiler into Fluidized Bed Combustion type for 30% saving on fuel consumption and reduction in waste quantity. Procured electric scissors in a big way and provided to many carpet manufacturers, thus contributing to modernization of the Indian industry for international competitiveness. Added poufs among our range of home furnishing products. Today, with a total of 12 manufacturing units spread over 2 million square feet area, a world-class Showroom in Delhi, one of the most creative team of design professionals, a strong presence at various international trade shows & serving some of the most reputed names of the global home furnishing industry…Sharda, still going strong, but the best is yet to be!
  • 20. SHARDA PORTFOLIO Sharda is a vertically integrated manufacturer and exporter of floor coverings, highly specialized in Hand-tufted Rugs and Hand-woven Rugs, Bath rugs and Leather Rugs. Backed by over 25 years of experience in the trade, state of the art infrastructure, ISO 9001 and 14001 certifications, and a stunning product range, Sharda boasts of a clientele comprising some of the most reputed stores and catalog companies of the world. Widely recognized as one of the most creative design studios in the business, STUDIO SHARDA creates theme based design collections season after season, adding hundreds of new designs to its vast portfolio. CODE OF CONDUCT A. SERVICE CONDITIONS  The organization does not use any forced labor in its premises.  Child labor is prohibited in the factory.  One full day off in a week is granted to all employees.  Workers shall be compensated for overtime hours at such premium rates as legally required.  Employees should not be required to work in excess of 60-hr/ week (workers should not be required to work on a regular basis in excess of a regular work week plus 12 hours overtime.) B. ATTENDANCE & LEAVE SYSTEM  For each employee, it‟s necessary to punch their cards daily (in & out) to mark their attendance.  Casual leave, sick leave & earned leave are allowed to the employees. The unused leaves are credited to the employee at the end of the calendar year. C. HEALTH & SAFE  Presence of all the workmen is mandatory in all the Emergency Evacuation Drills, Emergency/Fire-fighting operation when needed, Medical Camp & First Aid Training.
  • 21.  Face masks, gloves, safety glasses & shoes are provided to the workers as per requirement.  First-Aid facility is available in all the departments of the company. D. MISCONDUCT & DISCIPLINARY COURSE OF ACTION Any in disciplinary action constituting disobedience, theft, fraud, habitual absence, drinking, fighting, sleeping on duty, negligence, refusal to work, threatening, gambling will be treated as misconduct & will follow a disciplinary course of action. Employees can report the complaints to HR department, which has the authority & responsibility for initiating the disciplinary course of action in all cases. More than 2 decades of valuable experience in manufacturing, blended with young professional marketing – highlights SHARDA EXPORTS in the business of floor coverings. Exclusive styling, quality tufting, beautiful finishing & constantly improving. We do it all. We make sure that we fit into the expectation of a dynamic, design conscious market. Sharda Exports is much more than one of the largest producers of Handtufted & Handwoven Carpets in India; it is a totally integrated Export House. An experienced work force & in-house manufacturing ensures excellent quality, timely delivery & competitive pricing.  Mr. J.K.Gupta laid the foundation of a small factory for manufacturing handmade carpets in Meerut in 1983. Currently, directly or indirectly, it is supporting around 3000 families! Today, Sharda as a company is a well-recognized name globally, as one of the premier Manufacturers & Exporters of floor coverings (Handtufted Carpets, Handwoven Carpets, Leather Carpets, Bath Rugs & Chenille).  One of the first companies in the trade to achieve both ISO 9001 & ISO 14001 Certifications. A total commitment to Quality, Environment & Social Responsibility. We got our ISO 9001 Certification in 1999 and ISO 14001 in 2000 and have since maintained the same and upgraded it to the latest version of those standards.
  • 22.  Strength of SE is based on sound in-house manufacturing infrastructure, in-house designing studio, in-house container stuffing, enthusiastic workforce, alert supervision & competent management  Our clientele is full of reputed Home stores all around the world, large mail order companies, brands, designers, architects and bulk importers.  We make use of Eco-friendly dyes & chemicals only. Use of technology is on large extent like: application of Recycling of water, which helps in saving 2,00,000 liters / day & Vermiculture to convert wool waste to manure, continuously using hence environmental friendly techniques, latest being solar water heaters in dyeing unit.  Complete abandoning of Child labor – the RUGMARK, CARE & FAIR and KALEEN labels on our products, and our association with NGO like CRY (Child Relief & You) assures you of our commitment to the society.  Our registration with ‘WOOLMARK’ assures you of the quality of the wool used.  Coming up with new innovative products which use less natural resources, non dyeing in wool, recycling materials such as leather, garments, plastic and rubber and thus help preserving the environment.  Regular participation in prominent International Shows like DOMOTEX-Hanover, HEIMTEXTIL-Frankfurt and IMM-Cologne, Singapore, Hong kong, Shanghai, Mumbai, Paris.  Today with a total of overall manufacturing units spread over 2 million square feet area, a world-class Showroom in Delhi, one of the most creative team of design professionals, a strong presence at various international trade shows & serving some of the most reputed names of the global home furnishing industry…Sharda, going strong, but the best is yet to be!
  • 23. 2.2INFRASTRUCTURE Every organization wants „Growth‟ along with the enhancement of „Customer Satisfaction‟, but it mainly depends on the infrastructure of the organization, which is one of the vital aspects of strong standing in today‟s competitive global market. Since inception, Sharda has invested heavily on infrastructure, to produce better quality products, improve delivery lead times and comply with the demands of a wider customer base. Today, we have:  Vertically integrated infrastructure spread over 2 million square feet area  Large showroom in IHDP, Noida with a display facility of around 1000 rugs  Hundreds of tufting stations and looms of all kinds  Skilled work force  Dyeing capacity of 12,000 kg yarn/day & 6,000 kg pieces/day  In-house laboratory fully equipped with state-of-the-art testing equipments,  Imported Japanese latexing machines for anti skid coating  Korean Chenille yarn manufacturing machines,  Factories in Meerut, Hardwar, Modinagar, Panipat, and Mirzapur.  Modern Tufting and stitching machinery and leather printing machinery etc.  In-house bathmat manufacturing, tufting, looms, pitlooms, stitching facility, rope making etc. Much other strength that enable Sharda Exports to satisfy hundreds of customers, worldwide
  • 24. INTERNATIONAL HOME DECO PARK (IHDP) …where the future of Indian Exporters is in the making.
  • 25. VISION To be a reputable source of creative floor coverings, and to eventually create a brand in the business, with can then be extended to other home decor. To create a name for ‘Indian Design’ in the area of cutting edge home fashion. MISSION  To bring comfort, beauty and style to homes across the world by means of well designed, well produced, and well coordinated articles.  To contribute to our country by earning respect for Indian Creativity And Management.  To contribute to our community by creating world-class employment opportunities and by fostering professional business practices.
  • 26. VALUES Our company values guide our growth and steer us towards a culture that embraces quality. We believe in:  Placing the interests of clients first.  A relentless quest for quality in everything we do.  Treating our people with respect and dignity.  Conduct that reflects the highest standards of integrity.  Teamwork  Being good citizens in which we live and work Sharda Exports is standing tall due to the support of its employees, who are:  Loyal  Honest  Hard-work  Creative  Team player  Dependable  Committed for long-term. 2.3COMPANY POLICIES  The Company Policy is the guidelines on which Sharda Exports work so as to achieve the ultimate Mission and Vision of the company. SE has different policies for each of the following aspects –  Growth – To encourage incremental growth by enhancing the competitive edge of Sharda, in the existing business, new areas and international areas.  Profitability – To get reasonable and adequate return on capital employed through improvement in operational efficiency, capacity utilization and productivity.
  • 27.  Customer Focus – To build a high degree of customer confidence by giving value for his money through international standards of product quality, performance and superior services. Customer satisfaction is the biggest asset that SE has.  People Orientation – To enable each employee to achieve his or her potential, improve his capabilities, perceive his role and responsibilities, participate and contribute positively to the growth and success of the 1.1.1.1.1 company to invest in human resources continuously and be alive to their needs  Technology – Achieve technological excellence in operations by development of indigenous technologies and efficient absorption and adaptation of imported technologies to suit business needs and priorities, and provide competitive advantage to the company.  Innovation: Continuous use of new designs and materials to create products to delight the customer. GROWTH PROSPECTS The development chart of Sharda is in the growth stage and focuses on the following saying 1.2 "The best way to make your dreams come true is to wake up" Our priority areas are categorized as follows: 1. For Employees – Their future is exciting as we continue to build our team with the best professionals and talent. If someone likes to join an innovative, growing company that is really going places, this is the team to join. 2. For Business – a. Continuous revenue generation b. Diversification into related / semi related / allied areas.
  • 28. c. Finding new market for existing products, systems and services d. Identification of “Future Growth Drivers” having high growth potential e. Establishing Sharda as a brand and exploring new markets f. Looking for newer remote areas where handmade production facilities can be set up. 3. For Technology – a. Substantial increase and improvement in technology used. b. Tracking global development / technology forecasting and forecasting c. Adaptability to new innovative technologies 4. For HRM and organization – a. Recruiting and retaining the best b. Developing staff for excellence c. Clarifying roles and responsibilities d. Promoting career advancement e. Maintaining job satisfaction and high levels of morale f. Facilitating change g. Establishing and maintaining a competitive advantage h. Analyzing positions and staff classifications i. Administering wages, salaries, and benefits j. Managing effective performance appraisal systems k. Promoting overall employee development. Thus, the aim of the company is to build winning teams, harnessing their skills, helping and synergizing team members’ skills for deriving maximum benefits, making workplace more productive and creating learning environment, empowering people take charge of their career and work towards a successful career path. 2.4HR POLICIES & PROCEDURES
  • 29. HR Department is considered the biggest asset of the industry - how to train, motivate and retain employees depends on the efficient working of this department. “Many succeed due to commitment and many fail as they look for comfort.” In order to achieve higher productivity, profitability and morale of employees, the organization has laid down the following policies for itself: 1. NO DISCRIMINATION– The organization provides equal opportunity of employment and progress to persons of different race, caste, ethnic/ national origin, religion, age, disability, gender, sexual orientation, marital status, family responsibilities, social background, union membership, political affiliation or other personal characteristics. All employees are allowed equal opportunity in employment including hiring, training, salary, benefits, advancement, discipline, termination or retirement. Merit shall be the sole criteria determining an employee‟s services/ benefits. No discrimination is practiced on above differentiations, though certain facilities may be provided for the weaker sections as required under the statute of India. 2. NO CHILD/ FORCED LABOR– The organization strictly follows the practice of not employing any Child or Forced Labor. A person who has not attained the age of 18 years is prohibited from working in the factory. 3. HEALT AND SAFETY POLICY– The organization believes in promoting safe & healthy working conditions for all employees. For this purpose, we make sure that equipments are maintained in healthy condition, and instruments are calibrated regularly. Suitable means of fire fighting are provided at the facility at prescribed locations. We also adopt safe work- practices and provide Personnel Protective Equipments (PPEs) wherever necessary. Fire/ Emergency Evacuation Drills are carried out at
  • 30. prescribed intervals. All the workmen are required to be present in the Fire/ Emergency Evacuation Drill. They are also liable to participate in the emergency/ fire fighting operation when needed. The organization provides First-Aid Kits at suitable places inside the premises. First-Aid Training is provided to employees so that a person meeting with an eventuality/ injury gets immediate life-saving assistance. Suitable toilets/ sanitation facilities are provided and cleanliness ensured all over the premises. 4. QUALITY POLICY-Sharda exports endeavor to produce quality floor coverings to the ultimate satisfaction of its valued customers and resolve to comply with the requirements of the international standards and continually improve upon its existing work practices leading to better products and services. 5. ENVIRONMENTAL POLICY Sharda Exports is committed towards the implementation of an effective environment management system in the process of manufacturing floor coverings and home textiles. it strives to continually improve and enhance the environment conditions and pollution prevention by: More than satisfactory compliance with the applicable legal & other requirements. Setting and reviewing environmental objectives and targets as per designed framework. Ensuring an effective implementation and communication of the policy to all at Sharda exports as well as public at large. 6. SECURITY POLICY – Defines the systems adopted for safeguarding the physical & Intellectual property of the organization. It includes physical security, procedural security, personnel security and information technology security. 7. NO SMOKING POLICY – Sharda Exports completely prohibits the smoking of Cigarette/ bidi and chewing pan / tobacco at the workplace. The smoking / chewing is permissible only in the smoking zones.
  • 31. 8. EMPLOYMENT POLICY – Sharda Exports aims to select, develop and promote Employees based on individual ability and job performance. It provides equal employment opportunity to all employees and applicants for employment in all aspects of employer – employee relations without discrimination of race, color, religion, creed, sex, national origin, ancestry, marital status, age, military status or physical disability. 9. PROMOTION POLICY – Sharda Exports has well – designed promotion system, which attracts capable and highly qualified individuals as team members, strengthens company‟s performance by enhancing teamwork and encourages professional excellence by retaining rewarding the best performers 10.Fun @ SHARDA- Sharda Exports is not only the place where each & every employee is dedicated to hard work & setting high standards in every field of its business, but also knows how to motivate & energize its employees. Various extracurricular activities adopted to achieve satisfaction and motivate employees and workers, Annual Tour, New Year party, Holi and Diwali festivals and frequent outings, Picnic trips and Movie shows. Sharda believes in teamwork, as teamwork is utilizing the best thinking from every individual in a team environment to arrive at the richest and most innovative solutions. Health takes priority and company participates in annual Half Marathon events in Delhi where more than 100 Members of Company run, Besides this regular events such as cricket and football matches are organized
  • 32. Annual Trip to Kausani on 15/08/2006 Celebrating Holi together dated- 19.03.2011 VARIOUS LEARNING & MOTIVATIONAL PROGRAMS / POLICIES Sharda Exports is a family where every member is equally important in a particular field. Hence company schedules & try to execute many schemes/programs, which help its employees in increasing their motivation, hard work & dedication towards job. Such schemes & programs are: 1. Prohibiting child / forced labor – Any person below 18 years of age is strictly prohibited within the factory premises. 2. Child welfare Scheme – Under this scheme we provide Rs 50 per school going child to each labor to encourage them for the studies. 3. Equal Opportunity – According to this no employee will be discriminated on the basis of caste, creed, religion, sex, family background etc. 4. Fringe Benefits – These are those small perks or benefits that the company provide within the year so as to motivate its employees / labor. 5. Internal Recruitment – Under this, the employees at the lower level given the chance to apply for other post at the higher level for their better future. 6. Promotions – This is the activity, which is utilized by the management under which we promote and enhance the designation, responsibility, and pay of the employees and this is judged by the proper performance evaluation system, which is successfully established and followed as well.
  • 33. 7. Performance Appraisal on quarterly basis – In the performance appraisal system the Head of the departments rate their juniors on the various factors like – job knowledge, managerial / super visional skills, interpersonal relations, dependability, initiative, creativity, etc. 8. Suggestion Scheme – This scheme gives an opportunity to the employees to participate in helping Sharda Exports to continually improve in all aspects of operations. 9. Proper Training and development programs – Sharda Exports provide environment, that encourages high standards of technical, professional, supervisory and management knowledge among its employees. For furtherance of this aim, the company provides Training and Educational programs relevant to the professional and career development of its employees. 10. HR Department Snacks Facility: Company also provide Snacks at subsidized rates to our employees. Training on ISO 9001& 140001 Fire Fighting & First Aid Dated:-24.03.11 Training by Civil Defense Dated-18.02.11
  • 34. Department is responsible for all the training activities such as:  Development of training plans.  Monitoring training plans.  Identification of training needs.  Act as a focal point for training related activities in shards exports. 11. Maternity leave policy- Keeping in view the welfare of the women and regulate the employment of women for certain periods before and after the childbirth Sharda exports has drafted a policy so as to provide maternity benefits. Scope:  Welfare of women.  Social honor and safety to women.  Prohibits the working of women for certain periods before and after the delivery of the child.  Services of women employees shall be treated continued during their absence from the duty on account of pregnancy. Condition: Women employee must have worked in the organization for a period of at least 80 days in the 12 months immediately preceding the date of her expected delivery ADVANTAGE SHARDA: Sharing Profits, Sharing Responsibility Objective The prime objective of the program is to involve „Sharda‟ employees as Partners- in- Progress. This is proposed to be achieving through awarding them a part of Sharda‟s future earnings by way of loss prevention, reduction in customer claims, better lead times, and higher turnover due to better customer satisfaction.
  • 35. The competition that earlier used to be with the neighbors or limited to the Indian players, has now moved on to International players, who are continuously adopting newer strategies and progressing. Therefore, to Maintain the Leading Edge of Sharda, apart from the usual focus on Quality, Price, Delivery, Design, we have to focus on DETAILS. Hence involvement of all employees in the drive towards excellence has become more important. Management has selected a group of 60 plus employees representing all areas of operation, who will take care at various stages to eliminate small mistakes that lead to customer complaints/ dissatisfaction. The list is dynamic, and will keep on including new players or even deleting old players as per their performance level. Sharda Exports has won the Exporter of the Year Award, yet this is no time to bask in the past glory. The competition is ever- changing, the benchmarks are changing and Sharda is seeing new mega players from Germany and China in the International trade fairs. Even from India, at least 8 to 10 companies are exporting home furnishings worth more than Rs.100 Crores per annum. One of our competitors has a turnover of USD 2 billion. On the other hand, Sharda‟s growth has tapered off last year. Yet, Sharda is upbeat, and sure that it has some very valuable customers on its side, where a single large order can award us a significant growth. This is not difficult but we have to change our management style. Those days are gone when the two directors could focus on details or do inspections or monitor your daily work. The need of the hour is for the employees to get empowered, and take over the routine task, leaving the directors free to expand their horizons. In this direction, the management has already taken the step of selecting the first team of 65 to 70 key players, who can make a difference. The journey has only started- many of the members will take more and more active part in the decision- making. According to the scheme, SE offer 1% of company‟s turnover minus whatever we lost as „Avoidable‟ errors/ debits by the customer, as incentive to the key players who are selected to be in the group „Advantage Sharda‟ Brief outlines of the strategy for the employees to win the better part of the incentive are mentioned below:
  • 36. 1. Follow the systems that are there in the company. 2. Do your daily jobs without short-cuts. 3. Identify certain critical errors for „zero- tolerance‟. 4. Identify and run a few improvement programs. 5. Avoid under/ overproduction beyond 2- 2.5% of the last lot. 6. Reduce the lead time for the activity under „your‟ control. 7. Be alert so that others can‟t take away your physical or intellectual property. 8. Respond quickly and suitably retain your e-mails. 9. Honor your commitments. 10. Be honest in your feedback & reporting. 11. Put forward your suggestions freely to ISO & HR dept. QUALITY ASSURANCE In order to maintain its lead in the international business, Sharda not only produce quality but also it maintains the same through its Quality Assurance practices as per the international standard ISO 9001. It involves in-coming/stage-wise/final inspections, data gathering, analysis & actions for improvement. Statistical techniques are extensively used in this process. PARTICIPATION IN INTERNATIONAL FAIRS Every year, Sharda displays its collection, created in-line with the latest trends, at many International shows, mainly at HEIMTEXTIL-FRANKFURT, DOMOTEX-HANNOVER & IMM-COLOGNE. From a humble 6 square meter stand in the year 1992, today Sharda exhibits in around 1000 square meters of space! As these shows provide an ideal platform to meet with around 600~700 customers, both existing as well as new, and to keep abreast with the happenings of the industry. Currently we exhibit in prominent International Trade Shows like Heimtextil-Frankfurt, Domotex-Hannover, IMM-Cologne, Maison & Object- Paris (Twice in a year), Ambiente-Frankfurt, International Furniture Fair-Singapore,
  • 37. Domotex Asia/CHINA FLOOR-China, Hong Kong International Home Textiles Fair- Hong Kong,Tendence-Frankfurt, Mega Show Part-I in Hong Kong & India International Furniture Fair-Mumbai. Apart from the above, we also visit a number of other shows like The Atlanta Market -USA, The High Point Show -USA, Las Vegas Market -USA, NEC - Birmingham, Harrogate Rug Show –UK, Eveteks -Turkey etc. Various Stands of Sharda Exports in 2011 International Fairs
  • 38. Sharda @ Heimtextil-Frankfurt (Jan 2011) Sharda @ Domotex-Hannover (Jan 2011) Sharda @ IMM-Cologne (Jan 2011)
  • 39. CERTIFICATIONS QUALITY SYSTEM Sharda Exports is an ISO 9001 certified company. We at Sharda Exports endeavor to make/produce & deliver quality products to achieve our main goal i.e. satisfaction of our valued customers. This is only possible through:  Modern Management Systems.  Defined Quality Parameters.  Use of equipments of latest technology, like: Digital Planimeters, Moisture Meters, automated Latexing machine for bath rugs, state-of-  The-art dyeing machines, automated Chenille yarn manufacturing machine, etc. to support & maintain our quality standards.  A vigilant QA team, dedicated for continuous improvement of our products & services.
  • 40.  A special Forum to address any complaints from customers and ensure that they are eradicated in the future.  Modernized Hi-tech laboratory  Risk analysis of new products. ENVIRONMENTAL MANAGEMENT SYSTEM An ISO 14001 certified company, Sharda Exports is committed towards implementation of an effective environment management system, in the process of manufacturing floor coverings. We strive to continually improve and enhance the environment conditions and prevent pollution by:  Use of eco-friendly dyes & chemicals only.  Application of recycling technologies like Vermiculture to convert wool waste to manure.  Complete water recycling & reutilization by use of Effluent Treatment Plant, thus saving 2,00,000 liters of water per day.  Strict wastage control at every stage.  Solar Water Heater in dyeing Plant.  Using recycled products/ new materials to create new designer products.  Studying and reducing use of packaging material in product. Social Responsibility Sharda Exports is committed towards the implementation of an effective environment management system, in the process of manufacturing floor coverings. We strive to continually improve and enhance the environment conditions and prevent pollution by:
  • 41. Third Party Audits Evaluated many times by third party inspection agencies like CSCC, INTERTEK, SGS, AVE etc, the Sharda factories & systems are today compliant as per the requirements of some of the most demanding retailers & mail-order companies, globally. CERTIFICATIONS: Labels, Registrations & Awards  „Care & Fair‟, “Rugmark”, “Kaleen” and “CRY”: Guarantees production with clear conscience & regard for ‘No Child Labor’. „Wool mark’: Guarantees the quality of wool & production.
  • 42. PRODUCTION PROCESS 1.1.1.1.1.1 Dyeing process Receiving of dyed yarn from our own dyeing unit 1.1.1.1.1.1.1 Tufting process 1.1.1.1.1.1.2 Hand woven In tufting process yarn is tuft carpets into the cloth stretched on the The hand woven carpets are frames using tufting guns and made on looms in our dyeing weaving of carpet. unit and at our vendor‟s sites. 1.1.1.1.1.1.3 Latexing process Here, a mixture of different chemicals is used to stick yarn with the cloth i.e. it works like an adhesive. Also it gives tightness to the piece. 1.1.1.1.1.1.4 Backing and binding process In this process, cloth is fixed on the back of the piece using an adhesive. Then edges of the piece are sewn with the yarn. 1.1.1.1.1.1.5 Final passing process At this stage, carving, embossing, are done to make the design on the plain piece and clipping is done to keep the length of the yarn on the piece called pile same and even. Packing process Rolling and packing of carpet after putting labels on it and store them in a warehouse. The packed pieces are loaded into container.
  • 43. CHAPTER 3 3.2PROCESS OF SURVEY 1) Need Analysis The survey was conducted to achieve the determined goals and objectives of the organization, as well as the content of the project. 2) Focus Groups The survey was conducted across all levels in the organization including each and every employees working on the payrolls of Sharda Exports. The Survey covered 236 employees in the total across the organization in Rithani, Partapur, Kadarabad and Noida units. 3) Survey design The employees were divided in to four levels on the basis of compensation. The levels are as follows: Level 1 : up to 7500 INR Level 2 : 7500-15000 INR Level 3 : 15000-35000 INR Level 4 : above 35000 INR Then the Survey instrument was developed by synthesizing information gathered through need analysis, focus groups and other documents available. The rating scale to be used was determines as follows:
  • 44. 1) Excellent/Good/Average/Poor. 2) Should be compulsory/Very Important/Needed/Lower priority need. 3) To a very large extent/ To a large extent/To some extent/ Not extent at all. 4) Marks out of 4 from 4to 1, where 4 indicates the highest and 1 is lowest. 5) Always/Usually/Seldom/Never. 4) Questionnaire designing & development A questionnaire is an instrument which translates the objectives of the study in the form of questions. In our HR Survey we used a questionnaire which typically contained item that are rated on a 4-point scale. These items were developed to measure different dimensions of the organization ( like: Career growth, Training and development program, Suggestion Scheme, Stress management, Relationship among the employees, Evaluation of Advantage Sharda Program and Health, safety & Housekeeping etc.) Questionnaires also included one or more open ended questions to solicit written feedback. Questionnaire included 22 questions distributed among 5 sections. 5) Instrument pre-testing Pre-test helps us to find: Errors in lay out Additional Question and response categories Any negative repercussion the survey may have on employees. 6) Ensure confidentiality of participants
  • 45. The confidentiality helps to ensure genuine results. 7) Response seeking For the purpose of getting responses, questionnaire was administered to each and every employee. 8) Data collection Data was collected by filling the questionnaire by every employee of the organization. 9) Data analysis Basic data analysis included average of ratings. To remove the complication of data analysis, we use the following technique. For every response we gave points to each options depending upon the Question. For example, the question says-„Rate the following factors as how much it enhances your performance. “More & more training”. The points were either of 1, 2, 3 or 4. Having counted the number of respondents going along with 1, 2, 3 or 4 separately, we multiplied this number with the points and found the sum. Then we calculated the percentage by following formula: Composite percentage= 100* (Points scored)/ (maximum possible points) Where, Points scored= (4*no. of respondents favoring it) + (3*no. of respondents)+ (2* no. of respondents) + (1* no. of respondents) Maximum possible points= (4* total no. of respondents) Finally the graph was plotted.This way all the questions were analyzed individually. 10) Conclusion Conclusion was drawn on the basis of interpretation of the results
  • 46. CHAPTER 4 RESEARCH METHODOLOGY 4.1) RESEARCH APPROACH:- Research design is the plan and structure of investigation conceived in order to obtain answers to research questions. The plan includes an outline of what the investigator will do from writing hypothesis or deciding the objective and their operational implications to the final analysis of data. The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to unravel the truth which is hidden and which has not been discovered as yet. Research means search for knowledge. Increased account of research makes progress possible. Research has its special significance in solving the various operational & planning problems of business & marketing. Logical and systematized applications of the fundamental of science to the general and overall question of a study, and scientific techniques which provide precise tools, specific procedure and technical, rather than philosophical means for getting and ordering the data prior to their logical and manipulation. RESEARCH PROCESS Research pertaining to any field of study cannot be conducted abruptly. The researcher has to proceed systematically in a planned direction following a number of steps in sequence. This gives rise to a research process. To carry out project effectively whole process is divided into several steps as under:
  • 47. RESEARCH DESIGN 1. Problem Definition 2. Research Plan Sampling plan. Data Collection Methods. Field Work. Analysis & Interpretation. Research design is the plan and structure of investigation conceived in order to obtain answers to research questions. The plan includes an outline of what the investigator will do from writing hypothesis or deciding the objective and their operational implications to the final analysis of data. Research design is divided into the following parts: 1. FORMULATION OF RESEARCH PROBLEM The formulation of problem is done after deciding the nature of research design. It is the first & foremost step in any research process is the definition of the problem chosen for investigation in a clear and concise manner. 2. DEVELOPING THE RESEARCH PLAN After formulating the research problem an efficient prepared so that it yields the desired results with minimal expenditure of effort, time & money. The information needed in the project could only be provided by companies. Sampling plan All the items under the consideration in any field of enquiry constitute a universe or population. The unit selected from the population constitutes the research sample. For the purpose of present study the sample was selected through simple random sampling (lottery method) .The respondents were contacted for the collection of responses. For the collection of primary data the researcher has used questionnaire as a tool, the collected data was than tabulated and analyzed
  • 48. with the help of the percentage method and Ms Excel package. This is then presented and interpreted to drive findings and recommend suggestions. Sampling area I covered three unit of meerut. Interactions with the people provide me experience, knowledge. It also helped me to get information regarding employee choice and their choices. Sample size The numbers of participants were 236. These candidates included employees who had been Working in three units of sharda exports. . What is sampling? sampling is concerned with the selection of a subset of individuals from within a population to estimate characteristics of the whole population. It is divided into two techniques: Probability sampling: Under this sampling every item of the universe has an equal chance of inclusion in the sample. Simple random sampling-In this each unit of population has equal chance of being included in the sample Area sampling-the area divided into no. of small over lapping areas and then select a no. of these small areas. Non-probability sampling: In this sampling any one can be part of sample. Convenience sampling-In this sampling we choose the sample on the basis of own convenience. Quota sampling: in this sampling we choose the sample on the basis of demographic e.g. age, sex, income.
  • 49. 4.3DATA COLLECTION Data is defined as raw facts that need to be processed so that information is produced. For achieving useful results it is necessary to collect accurate data. If the data on the basis of which we reach to the accurate conclusion, is no correct. It is worthless to do survey. So, for getting the useful results of research it is very necessary to consider methods of collecting data and the quantity of information they be expected to produce. Kinds of data collection  Primary Data  Secondary Data PRIMARY DATA A data which is collected for the very first time to fulfill a specific purpose directly from the field of enquiry by engaging trained investigators and which has not been used for any other purpose is called primary data. METHODS OF COLLECTNG PRIMARY DATA Questionnaires Sample Personal Interview SECONDARY DATA Secondary data are such numerical information, which have been already collected by some agency for a specific purpose and are subsequently compiled from the source of application in a different connection.
  • 50. METHODS OF COLLECTING SECONDARY DATA Internet Magazine Prior report of the company Newspapers LIMITATIONS 1. Many consultants had to be visited more than once to contact as the person in concern was busy or was some time unavailable. 2. The reluctance on the part of respondent to give information was yet another limitation facedduring the course of study.
  • 51. SAMPLE DESIGN DATA : Primary Data, Secondary Data RESEARCH DESIGH : Exploratory Research Design FORMAT OF DESIGN : Questionnaires SAMPLE SIZE : 236 Employees AREA : Sharda Exports Rithani, Meerut DATA COLLECTION METHOD : Through Questionnaires
  • 52. PART III DATA ANALYSIS & INTERPERTATION ]
  • 53. CHAPTER 5 DATA ANALYSIS & INTERPRETATION 5.1 ANALYSIS AND INTERPRETATION In order to extract meaningful information from the data that has been gathered by the researcher, data analysis is carried out. It is basically aimed at giving inferences of association or differences between various variables present in the research. Data analysis generally includes the use of statistical techniques and diagrammatic presentations to seek clarification and appropriate responses. The questionnaire framed for the concerned study consisted of queries pertaining to the employee‟s personal detail as well as those related to the subject under investigation. As the question were simple, close ended in nature. The researcher has made an effort to project the findings ion a precise manner. After data collection the next step was that of analysis and interpretation. For this purpose researcher first made up a list of employee responses related the question asked in the questionnaire. Categorization was followed by mathematical calculation of the answers, adopting the percentage formula and a tabular, graphical presentation of the results. The responses to all the queries were then compared to find out the correlation between all of them and identify the response.
  • 54. SECTION 1: Career growth, Training & Development and Suggestion Scheme Q5.1. How long you have been working in Sharda? Level 1 Level 4 (Lowest) Level 2 Level 3 (Highest) 0-6 Months 24% 26% 22% 7% 6-12 Months 9% 10% 10% 20% 1-5 Years 40% 27% 27% 13% 5-10 Years 24% 31% 31% 27% > 10 Years 3% 6% 6% 33% Level 1 40% 35% 30% 25% 20% Level 1 15% 10% 5% 0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years
  • 55. Level 2 35% 30% 25% 20% Level 2 15% 10% 5% 0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years Level 3 35% 30% 25% 20% Level 3 15% 10% 5% 0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years
  • 56. Level 4 35% 30% 25% 20% Level 4 15% 10% 5% 0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years INTERPRETATION This question of Annual HR Survey state the time period of employees to serving this organization. Majorities are different according to different levels as, majority of Level 1 employees are those who have been working in Sharda between “1 to 5 years”, followed by “0 to 6 month” and “5-10 years” equally 24%. It can be explained that some more employees joined level one through recruitment and who have tenure between 1 to 5 associated with Sharda for learning opportunities and growth. 24% employees in 5-10 years shows that employees at this level prefer to continue working with Sharda for longer duration. In the case of level 2, maximum employees are those who have been served this organization for “5-10 years”, followed by the ones who have been working for “1-5 year”. The least percentage being of those who belong to the time period , of “> 10 years” as after this much of experience they are posted to high salary and consider in next level. In case of level 3, almost the same pattern can be observed as level 2. Maximum employees belong to this category of those who have served for “5-10 years”. It cabe explained as when
  • 57. the employee become experienced they got promoted to high salary cadre and continue their association with Sharda. In Level 4, employees are those who serve this organization “more than 10 years”. This indicate that employees who are experienced & gave much time to this organization got high post .Result also shows a few recruitments done on higher salary this year as we observed that some percentage of employees in “0-6 months and 6-12 months”.
  • 58. Q5.2. Why do you prefer to work in Sharda? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) A Attractive Salary 31% 39% 51% 36% B Career Prospects 71% 73% 71% 68% C Proximity to home 54% 56% 61% 45% D Creative interest 61% 58% 50% 67% Learning 83% 80% 70% 80% E Opportunities Level 1 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E
  • 59. Level2 80% 70% 60% 50% 40% Level2 30% 20% 10% 0% A B C D E Level 3 80% 70% 60% 50% 40% Level 3 30% 20% 10% 0% A B C D E
  • 60. Level 4 80% 70% 60% 50% 40% Level 4 30% 20% 10% 0% A B C D E INTERPRETATION This is one of the interesting questions of HR Survey about the preference to work with Sharda. Majority of employees at all the level prefer to work because of the “learning opportunities” and second priority to “career prospects”. But the employees of Level 3 have given a little bit more majority to “Career prospects”. Thus it indicates that organization provided learning opportunities that is helpful for the career of their employees. Next preference of employee’s is “creative interest “ and “ proximity to home” as most of employees especially level 3 basically belong to Meerut or nearby Meerut. Lowest preference given to attractive salary by majority of employee at all the levels.
  • 61. Q5.3. Where do you see yourself three year from now? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) High responsibility with 71% 71% 94% 87% A high salary B Same job with high salary 14% 16% 6% 13% C Same job with same salary 3% 2% 0% 0% May not be a part of Sharda 12% 11% 0% 0% D team Level 1 80% 70% 60% 50% 40% Level 1 30% 20% 10% 0% A B C D z
  • 62. Level 2 80% 70% 60% 50% 40% Level 2 30% 20% 10% 0% A B C D Level 3 100% 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D
  • 63. Level 4 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C D INTERPRETATION Concerning the future aspects, the majority of employees at all levels foreseen “High Responsibility with High Salary” as it concern with their future and career. Every employee want growth thus they choose this one and followed by second choice “Same Job with high Salary”. When they were asked reason they mention that they are still satisfied with their job responsibility they have but need high salary. Although a Few number of employees, 12% in Level 1 and 11% in Level 2 said that “may not be a part of Sharda Exports”. The one and only reason behind this is lower salary of lower level employees with busy time schedule. A very few number no. of employees 3% of level 1 and 2% of level 2 have gone with “Same Job with Same Salary” that indicates that they are less motivated or not satisfied.
  • 64. There is not a single employee of level 3 & 4 who wants to leave Sharda or want to continue with same job this year. This indicates that proper learning opportunities are provided and employees are motivated.
  • 65. Q5.4. According to you, what is the most effective way to enhance performance? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) A Work hard and follow the system 95% 91% 92% 88% B More and more training 80% 71% 74% 75% C With more authority 78% 76% 81% 68% D Positive incentives 87% 85% 89% 80% E Negative incentives 39% 41% 44% 42% F A proper job description/job profile 90% 87% 89% 83% G Regular performance appraisal 93% 88% 96% 82% Level 1 100% 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E F G
  • 66. Level 2 100% 90% 80% 70% 60% 50% Level 2 40% 30% 20% 10% 0% A B C D E F G Level 3 100% 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D E F G
  • 67. Level 4 90% 80% 70% 60% 50% 40% Level 4 30% 20% 10% 0% A B C D E F G INTERPRETATION Undoubtly, Hard work is always mentioned as the best way to enhance the performance and the majority of level 1, 2& 4 have been given to “Hard work & Follow the system”. They all agree that individual have to hard work in the parameter of systematic approach to enhance performance. But in the case of level 3, a little bit more majority is given to “Regular Performance Appraisal” and other level 1,2, & 4 also indicate it as 2nd priority. They mentioned that every employee do hard work but if he get the proper feedback and appraisal of their work he can work on his improvement area and encouraged to do work better. The very least importance in all the levels has been given to “Negative Incentive”. They mention that negative incentive can force that to do work harder and may enhance the performance but cannot create interest in employees to do that work better.
  • 68. At the time of collecting information it is seen that at all the level 3rd priority is given to proper job description. In this regard many employees of lower level don’t have proper awareness about their Zero-T . Thus to increase the productivity and performance of the employees a proper description and awareness should be there so that they can so that they can focus on their KRA(Key Result Areas) and do their work accordingly, which may enhance their performance. Level 3 also seems interested to have more authority as they have responsibility. Training has scored relatively lower preference at all levels. The reason may be that the employees consider themselves well trained or they do not know what type of training can help them to enhance their performance.
  • 69. Q5.5. Please rate the training topics as to how much they can enhance your performance? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) Training topics Office Oriented A Business communication 85% 77% 86% 78% Outlook express & files folder 75% 68% 78% 57% B management ISO 9001 &14001 requirement & 81% 70% 60% 65% C importance in working D Typing tutor 57% 50% 50% 42% Job Related Step of carpet production/ 84% 80% 75% 73% E company processes F Work basic 79% 75% 90% 73% Quality parameters for carpets/ 84% 82% 72% 78% G samples H Environmental procedures 82% 79% 81% 67% I Health, safety & housekeeping 89% 78% 74% 68% Personal development J Positive attitude 87% 86% 85% 87% K Code of conduct 82% 74% 71% 77% Fire drills and use of fire 80% 64% 49% 57% L extinguishers
  • 70. Level 1 90% 80% 70% 60% 50% 40% Level 1 30% 20% 10% 0% A B C D E F G H I J K L Level 2 90% 80% 70% 60% 50% 40% Level 2 30% 20% 10% 0% A B C D E F G H I J K L
  • 71. Level 3 90% 80% 70% 60% 50% 40% Level 3 30% 20% 10% 0% A B C D E F G H I J K Level 4 90% 80% 70% 60% 50% 40% Level 4 30% 20% 10% 0% A B C D E F G H I J K L
  • 72. INTERPRETATION According to the different levels employees the priority of the employees are also different. The choice of all the level’s employees considered differently regarding training topic that can enhance their performance and productivity. According to the suitability of employees the priorites of different level employees Are : LEVEL 1: 1. Health Safety and Housekeeping 2. Positive Attitude 3. Business Communication 4. Steps of carpet production/ Quality Parameters 5. Environmental Procedures LEVEL 2: 1. Positive Attitude 2. Quality Parameters 3. Steps of carpet production 4. Environmental Procedures 5. Health Safety and Housekeeping LEVEL 3: 1. Work basics 2. Business Communication 3. Steps of carpet production 4. Environmental Procedures 5. Health Safety and Housekeeping LEVEL 4: 1. Positive Attitude 2. Quality Parameters 3. Code of Conduct 4. Steps of carpet production/ Quality Parameters 5. Health Safety and Housekeeping
  • 73. Q5.6. Please indicate your participation in the training during the last one year. During survey we didn’t found proper numeric data to interpret the result because most of the employees don’t know that how many training they have been invited during last year.
  • 74. Q5.7. How useful is the Suggestion Scheme? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) Very useful 75% 61% 50% 47% Useful 9% 22% 16% 20% Somewhat useful 7% 9% 28% 13% Not at all 9% 8% 6% 20% Level1 80% 70% 60% 50% 40% Level1 30% 20% 10% 0% Very useful Useful Some what Not at all useful
  • 75. Level 2 70% 60% 50% 40% 30% Level 2 20% 10% 0% Very useful Useful Somewhat Not at all useful Level 3 50% 45% 40% 35% 30% 25% Level 3 20% 15% 10% 5% 0% Very useful Useful Somewhat Not at all useful
  • 76. Level 4 50% 45% 40% 35% 30% 25% Level 4 20% 15% 10% 5% 0% Very useful Useful Some what Not at all useful INTERPRETATION In response to this question, majority of all the level feels that Suggestion Scheme is very useful to present their views as it create openness to employee to share their ideas in front of the Management. But percentage decreases as we move to level 1 to level 4. During survey majority of all level employees accepted the usefulness of Suggestion Scheme are very high. Two equal proportion of level 4 employee 20% consider that it is useful as well as not at all useful.
  • 77. Q5.8. How many suggestions you have given during last one year? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) None 75% 55% 55% 39% 1 10% 22% 17% 0% 2 To 5 12% 20% 28% 47% More than 5 3% 3% 0% 24% Level 1 80% 70% 60% 50% 40% Level 1 30% 20% 10% 0% None 1 2 To 5 More than 5
  • 78. Level 2 60% 50% 40% 30% Level 2 20% 10% 0% None 1 2 To 5 More than 5 Level 3 60% 50% 40% 30% Level 3 20% 10% 0% None 1 2 To 5 More than 5
  • 79. Level 4 50% 45% 40% 35% 30% 25% Level 4 20% 15% 10% 5% 0% None 1 2 To 5 More than 5 INTERPRETATION After considering the response of employees of the previous question the majority has been given to “Very Important” for the suggestion scheme. But when employees where asked about their participation in suggestion scheme the majority of Level 1 is “None”. The reasons for this are not very clear except that possibly most of them are not able to think beyond their daily routine. In case of level 2 & 3 majority has been given to “None”, according to them suggestions have given sometime but it was not implemented. Some employee of level 2 & 3, 20% and 28% respectfully given 2 to 5 suggestion.
  • 80. In the case of level 4, majority of the employees is “2 to 5” some also given “more than 5”( 24%) as most the employees of this level are managers and much experienced and given suggestion time to time. Some employees have some complaints with this scheme that the suggestion is not implemented. If suggestions have been implemented than employees should also informed about that.
  • 81. Q5.9. Please rate the motivational factor by which no. of suggestions can be increased? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) HOD,s to submit Team 83% 75% 65% 67% A suggestions Giving suggestion 80% 66% 67% 63% made B mandatory ,SUGGESTION OF C THE MONTH, 86% 78% 78% 88% Award Your contribution in 82% 70% 83% 75% D implementation Level 1 87% 86% 85% 84% 83% 82% Level 1 81% 80% 79% 78% 77% A B C D
  • 82. Level 2 78% 76% 74% 72% 70% Level 2 68% 66% 64% 62% 60% A B C D Level 3 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D
  • 83. Level 4 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C D INTERPRETATION In response to increase the number of suggestions in Suggestion Scheme, the majority of level 1 2 & 4 is given to the best reward as “Suggestion of the Month” they mention that this is helpful to encourage other employees also to participate in suggestion scheme. According to the level 3 the majority has “Indicated their willingness to contribute toward implementation of their suggestion” . The second important factor according to level 1 & 2 is “H.O.D to submit their team suggestion” and according to level 4 it is “Your willingness to contribute”.
  • 84. SECTION-2: Stress Management and Relationship with your Senior. Q5.10. Rate the following factors which would be helpful in reducing stress at work place. Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) A Flexible work timing 87% 79% 79% 82% B Job Rotation 71% 68% 64% 70% C Focus on result 83% 81% 83% 77% D Improvement in tools 77% 84% 86% 75% E Introducing food products 78% 82% 81% 63% F Team work 91% 94% 100% 90% Improvement in junior G senior relationship 94% 92% 94% 82% Motivational physical H facilities 95% 83% 86% 75% I Short tea breaks 87% 81% 75% 72% J Increase in holidays 76% 76% 75% 77% K Reduction in overtime 85% 70% 78% 60% L Recreational Facilities 82% 76% 78% 63% M Increase in ECA 78% 73% 69% 67%
  • 85. Level 1 100% 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E F G H I J K L M Level 2 100% 90% 80% 70% 60% 50% Level 2 40% 30% 20% 10% 0% A B C D E F G H I J K L M
  • 86. Level 3 100% 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D E F G H I J K L M Level 4 90% 80% 70% 60% 50% 40% Level 4 30% 20% 10% 0% A B C D E F G H I J K L M
  • 87. INTERPRETATION In response to get the important factor to reduce the stress the priority of level 1 is motivational physical facilities & the priority of level 2, 3 & 4 is “Team work”. Employees of all the level have been also given importance to “Flexible work timing” but not more than “Team work & Motivational Physical Facilities”. The second choice of different level employees is different as “Improvement in junior- senior relationship, Improvement in tools & Flexible work timings”. According to employees Flexible work timing in one way can reduce their stress but they also accept this fact that it may reduce the quality and performance. The most important stress reducing factors according to different levels are as under: LEVEL 1: 1. Motivational Physical Facilities 2. Improvement in junior-senior relationship 3. Introducing food products 4. Flexible work timing/ Short tea breaks 5. Reduction in over time LEVEL 2: 1. Team work 2. Improvement in junior-senior relationship 3. Improvement in Tools 4. Motivational Physical Facilities 5. Short tea breaks/Focus on result LEVEL 3: 1. Team work 2. Improvement in junior-senior relationship 3. Improvement in Tools / Motivational Physical Facilities 4. Focus on result 5. Introducing food products
  • 88. LEVEL 4: 1. Team work 2. Flexible work timing 3. Focus on result/ Short tea breaks 4. Motivational Physical Facilities 5. Improvement in Tools As per analysis of above all the information, most of the employees of level 1, 2&3 feels that “Job Rotation” can’t help them to reduce their stress, as they do have their specific work area and they need to improve the same for better satisfaction towards their job and it is also very time consuming and may increased complexity in their work. One another point that is also mentioned is that Flexible work timing can reduce their stress but most of the employees think in that quality may suffer.
  • 89. Q-5.12. Rate the following factors that will help us in the identifying the relationship with your seniors. Level 1 Level 2 Level 3 Level 4 A Explain job properly 95% 94% 92% 83% B Shows fair treatment 92% 90% 86% 87% C Appreciates good work 93% 87% 90% 85% D Solves problem 94% 92% 90% 83% Inform about E performance 87% 89% 86% 70% Knows and follow F procedures 86% 85% 89% 83% G Listens to suggestions 91% 85% 83% 77% Encourages to do things H better 90% 91% 83% 92% Maintains two way I communication 87% 86% 88% 77% Level 1 96% 94% 92% 90% 88% Level 1 86% 84% 82% 80% A B C D E F G H I
  • 90. Level 2 96% 94% 92% 90% 88% Level 2 86% 84% 82% 80% A B C D E F G H I Level 3 92% 90% 88% 86% Level 3 84% 82% 80% 78% A B C D E F G H I
  • 91. Level 4 100% 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C D E F G H I INTERPRETATION A healthy relationship among our colleagues an superior plays an important role to reduce stress. After analyzing all data it seems that all the employees satisfied with their senior and manager. The majority to identify the relationship with seniors is given to “Explain Job Properly” by level 1st & 2nd and 3rd to create more understanding between them. The employees of level 4th have given a little bit more majority to “Encourages to do things better”. As the majority of these level employees is more than 10 years as they are well known about their job thus they mentioned that encourages to do thing better is most effective way. All employees are satisfied with their seniors as they appreciate good work, solve their problems shows them fair treatment there is a healthy environment and harmony among the junior and senior. But it is also can be interpreted through data that “Inform about the performance feedback” is least identifying factor for junior & senior relationship by most of the employees.
  • 92. SECTION 3: Team Work and Decision Making Process Q5.13. Kindly rate the following reveal important information regarding Teamwork and Group cohesiveness. Level 1 Level 2 Level 3 Level 4 A I feel I am a part of my team 91% 89% 93% 93% I am free to use my judgment in getting B work done 72% 76% 79% 83% C We avoid conflict to achieve harmony 86% 82% 88% 87% We share our personal problems with each D other 67% 55% 63% 60% E Other members help in solving problems 85% 81% 76% 78% Level 1 100% 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E
  • 93. Level 2 90% 80% 70% 60% 50% Level 2 40% 30% 20% 10% 0% A B C D E Level 3 100% 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D E
  • 94. Level 4 100% 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C D E INTERPRETATION Most employees feel that they played important role on their job in team. So, mostly all level employees feel that they work for team and in groups, and followed by “Avoid conflict to achieve harmony” it means that employees at all the level aware that to attain team objective they must avoid conflict. Most of the employees at all the level specially 3rd interested to keep separate their personal problems to their profession therefore we can observe the least percentage of employees of all level like “Share their personal problem with each other.” The analyses of all the data indicates that the employees level 1st have the best bonding together. Overall we can say that the analyses of all data indicates that all levels employees present very positive view on all option especially regarding team work and group cohesiveness.
  • 95. Q5.14. Kindly rate the following factors related to decision making at Sharda Exports. Level 1 Level 2 Level 3 Level 4 I am involved important A decisions 75% 68% 69% 75% Superior considers B other options 83% 75% 74% 70% People are responsible C for their decisions 84% 83% 68% 72% Decision making is confined D to top management 86% 94% 89% 73% Level 1 88% 86% 84% 82% 80% 78% Level 1 76% 74% 72% 70% 68% A B C D
  • 96. Level 2 100% 90% 80% 70% 60% 50% Level 2 40% 30% 20% 10% 0% A B C D Level 3 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D
  • 97. Level 4 76% 75% 74% 73% 72% Level 4 71% 70% 69% 68% 67% A B C D INTERPRETATION The analyzed data the present that all levels employees as per the authority and duty like involve in important decision making process. As per the employees of level 4th, mostly manager who handle and accountable for their team and they have rich experience and much capable than other levels, so they must involved in all important decisions therefore their majority is more for involvement at organization decision & the employees of level 1st & 2nd and 3rd give majority that to “Decision making is confined to top level management”. Level 1st employees have given rating secondly to that “People are responsible for their decision “as per observation they are not responsible for any decision in which there is no involvement of them. Level 2nd employees also focus on that “People are responsible to their decision” as per data collection and interpretation it can also analyze that level 3rd employees focused that decisions depend on top management level. In their point of view “Superior considers other option” is next important term. Here we may conclude that all levels employees would like to involve in the decision making of Sharda Export. Most of the employees mentioned that they should also involve in the decision so that they can learn for the future.
  • 98. SECTION 4: Implementation & Evaluation Advantage Sharda Program Q5.15. How do you rate Implementation of Advantage Sharda Program? Level 1 Level 2 Level 3 Level 4 Excellent 11% 6% 11% 20% Good 64% 61% 33% 27% Needs Improvement 17% 25% 50% 33% Alternate Program should be thought of 8% 3% 6% 20% Level 1 70% 60% 50% 40% 30% Level 1 20% 10% 0% Excellent Good Needs Alternate Improvement programme should be thought of