MBA HR PROJECT.pdf

A STUDY ON
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES
DONE FOR EVEREADY INDUSTRIES INDIA LTD..,
UNIT: NATIONALCARBON PLANT
CHENNAI
PROJECT REPORT
Submitted in partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
BY
CA JOSE KUMAR
Regd. No: 19808319001
Under the Valuable guidance of
Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd)
Professor
SRI VENKATESWARA UNIVERSITY
Tirupati
2008-2010

EVEREADY ► ►►
INDUSTRIES INDIA LTD.
UNIT: NATIONAL CARBON PLANT
1075, T H ROAD, CHENNAI – 600 019
PHONE: 30421156-61, FAX: 044-25994146
Date: 29.05.10
TO WHOM SO EVER IT MAY CONCERN
This is to certified that Mr. CA. Jose Kumar, Regd, 19808319001,studying M.B.A III year
in SRI VENKATESWARA UNIVERSITY, TIRUPATHI, has done a Project work entitled
“EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES” in our organization for a
period of 8 weeks from 05 Apr 2010 to 29 May 2010.
During the tenure, he was keen in observation and his project. His conduct and character
found to be good.
We wish all the best for his future endeavor.
For EVEREADY INDUSTRIES INDIA LIMITED.
UNIT: National Carbon plants,
G JAGANNATHAN
PERSONNEL OFFICER
REGD OFFICE: 1, MIDDLETON STREET, KOLKATTA – 700 071.
DIRECTORATE OF DISTANCE EDUCATION

SRI VENKATESWARA UNIVERSITY
TIRUPATI – 517 502
Date: ___________
CERTIFICATE
This is to certify that the project work entitled “A STUDY ON
EMPLOYEE’S OPINION TOWORDS THE HR ACTIVITIES” Done for
“EVEREADY INDUSTRIES INDIA LTD., UNIT: NATIONAL CARBON
PLANT” is bonafied work done and submitted by Mr. CA.JOSE KUMAR in
partial fulfillment of the requirements for the degree of “MASTER OF
BUSINESS ADMINSTRATION” during the year (2008-2010) of SRI
VENKATESWARA UNIVERSITY, TIRUPATI.
Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd)
Project Guide
Kandula School of Management
Kadapa – 516 003

DECLARATION
I here by declare that the project report entitles “A Study on
EMPLOYEE’S OPINION TOWARDS THE HR ACTIVITIES”
undertaken for EVEREADY INDUSTRIES INDIA LTD...Submitted
by me in partial fulfillment for the requirement for the award of the
degree of “Master of Business Administration ’’ of S V University,
Tirupati and it has not been submitted previously in part or full to any
university or institute.
Place : Giddalur (CA Jose Kumar)
Date : 19808319001

ACKNOWLEDGEMENT
I am very happy to present this dissertation report on “A Study on
“EMPLOYEE’S OPINION TOWARDS THE HR ACTIVITIES” did for
“EVEREADY INDUSTRIES INDIA LTD…, CHENNAI” as a part of Master
of Business Administration.
I sincerely thank my guide Mr. Dr. G Krishna Mohan, B.Tech,
M.B.A., (Ph.D), Kandula School of Management, Kadapa, for his guidance and
valuable suggestions continuous support and encouragement played a significant
role in bringing out the report. The stimulus provided and encouraging feedback
helped me sustain my spirits.
I would like to express my cordial gratitude to G.JAGANNATHAN
(PERSONNEL OFFICER) for giving this opportunity to undertake project work in
such an esteemed organization.
My special acknowledgements to all faculty members of SRI
VENKATESWARA UNIVERSITY, TIRUPATHI for generously sharing their
insight and experience with me.
Finally, much credit goes to my beloved parents and close friends for their
contribution, who have given right inspiration, encouragement and support in my
efforts in successful completion of the research work.
(CA.JOSE KUMAR)
9808319001

CONTENTS
CHAPTERS TITLE PAGE NO
COMPANY CERTIFICATE
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT
CHAPTER-1 EXECUTIVE SYNOPSIS 1-6
CHAPTER-2 INDUSTRY PROFILE 7-8
CHAPTER-3 COMPANY PROFILE 9-22
CHAPTER-4 CONCEPTUAL FRAME WORK 23-29
CHAPTER-5 RESEARCH METHODOLOGY 30-32
CHAPTER-6 DATA ANALYSIS & INTERPRETATION 33-54
CHAPTER-7 FINDINGS AND SUGGESTIONS 55-57
ANNEXURES QUESTIONSNAIRE 58-61
BIBILOGRAPHY 62

EXECUTIVE SYNOPSIS
EXECUTIVE SYNOPSIS

INDUSTRY PROFILE
The US battery manufacturing industry includes about 125 companies with
combined annual revenue of about $6 billion. Major companies are Exide
Technologies, Energizer, and spectrum Brands (Rayovac). Divisions of large
electronic companies such as Sony also manufacture batteries. The industry is
highly concentrated: the largest eight companies have about 75 percent market
share and the largest 50 have over 98 percent.
Demand depends primarily on the level of activity in the automotive and
electronic sectors of the economy. Personal income drives new battery purchases
in consumer goods, while consumer usage levels drive demand for replacement
batteries. Large companies have advantage in efficiency of operations and
economies of scale. Smaller producers compete by focusing on specialized product
offerings and superior customer service. Annual revenue per employee is about
$240,000.
PRODUCTS AND BUSINESS
1. Dry cell Batteries
2. Flash lights
3. Cinema Arc Carbons
4. Hard Facing Alloys
5. Gouging Electrodes
6. Photo Engraver Plates
PROFILE OF THE COMPANY

Eveready Industries India Limited is one of India’s most reputed FMCG
companies. The company has a portfolio comprising dry cell batteries (carbon zinc
batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and
packet tea. It has recently forayed into the mosquito repellent industry under the
brand name, ‘Poweron’. Eveready is India’s largest selling brand of dry cell
batteries and flashlights (torches) with dominant market shares of about 46%.
Eveready Industry now has about 8200 Employees in the group. Eveready is
certified with I.S.O-9002 certification for most of its plants. Customers are well
satisfied with products of the company, and the plant is licensed by Bureau of
Indian Standards for Manufacturing” of all its Batteries.
NEED FOR THE STUDY:
People have always been central to organizations, but their strategic
importance is growing in today’s knowledge –based industries. An organizations
success increasingly depends on the knowledge, skills and abilities of employees,
particularly as they help establish a set of core competencies that distinguish and
organization from its competitors. With appropriate HR policies and practices an
organization is based on HR functions keeping in view of significance the
researchers has undertaken the study to know the employees opinion regarding the
activities in the organization.
Objectives of the study
 To study the employees opinion towards HR functions in the organization.
 To offer feasible ways and means to improve the employee morale and
satisfaction in the organization.
REASEARCH METHODOLOGY:
Research design : Descriptive in nature

Research instrument : A well structured questionnaire
Population : 277
Sample size : 100
Sample procedure : convenience sampling
Sources of data : Primary & secondary data
Primary data : Primary data was collected using
Questionnaire the information was
collected from the employees through personal
contacts
Secondary data : Secondary data about the company profile
and other details were collected from the
company’s website i.e., www.eveready.com and
various journals, books & broachers.
Statistical data : simple percentage and weighted average

FINDINGS:
1. 100% of the respondents satisfied with their recruitment process
2. The respondents are satisfied with the job transfer with the weighted mean score of 0.7.
3. The respondents said that management reacts moderately towards their complaints with
the weighted mean score of 0.45.
4. The respondents are agreed that the training imparted to them helps to improve their
performance with the weighted mean score of 0.8.
5. The respondents said that the management strictly reacted towards the punishment of
misconduct with the weighted mean score of 1.90.
6. The respondents opined the industrial relations are moderate with the weighted score of
1.40.
7. 40% of respondents said that compensation is the main reason for industrial disputes
where as remaining 50% opined bonus & welfare measures and 10% rights.
8. The respondents found to be highly dissatisfied towards the orientation classes in the
company with the weighted mean score of -0.7.
9. The respondents are having no opinion of neither agree nor disagree with the reward
system with the weighted mean score of 0.3.
10. 100% of respondents need the changes in the company.
11. The respondents are highly satisfied towards the job with a weighted mean score of 1.46.
12. The respondents are comfortable with a shift of 6 AM to 2 PM with the weighted mean
score of 1.20.
13. The respondents opined that the conditions are good with the weighted score of 1.70.
14. The respondents are undecided towards the health measures provided by the company
and with the weighted mean score of 0.5.
15. 60% of respondents are not satisfied with the safety measures provided by the company
and remaining 40% are satisfied.
16. The respondents found to be neither satisfied nor dissatisfied with the equality of food
served at the canteen in the company.
17. Majority of respondents felt that the interaction levels would be satisfied with the
weighted mean score of 0.65.
18. 70% of respondents opined that the company is not providing any loan facility.
19. 60% of respondents opined that the token system in the company is good.

20. The respondents are having a positive opinion towards of the attendance system with
21. 60% of respondents said that the main reason for absenteeism is personal problem.
SUGGESTIONS:
1. The management has to attend the individual complaints seriously and take
action with in time.

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

INDUSTRIAL PROFILE
INDUSTRIAL PROFILE
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relationships and strengthen your own bottom line.
Executive Summary
Brief Excerpt from Industry Overview Chapter:
The US battery manufacturing industry includes about 125 companies with
combined annual revenue of about $6 billion. Major companies are Exide
Technologies, Energizer, and spectrum Brands (Rayovac). Divisions of large
electronic companies such as Sony also manufacture batteries. The industry is
highly concentrated: the largest eight companies have about 75 percent market
share and the largest 50 have over 98 percent.
COMPETITIVE LANDSCAPE
Demand depends primarily on the level of activity in the automotive and
electronic sectors of the economy. Personal income drives new battery purchases
in consumer goods, while costumer usage levels drive demand for replacement
batteries. Large companies have advantages in efficiency of operations and
economies of scale. Smaller producers compete by focusing on specialized product
offerings and customer service. Annual revenue per employee is about $240,000.
PROJECTS, OPERATIONS & TECHNOLOGY

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

COMPANY PROFILE
COMPANY PROFILE
Eveready Industries India Limited is one of India’s most reputed FMCG
companies. The company has a portfolio comprising dry cell batteries (carbon zinc

batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and
packet tea. It has recently forayed into the Mosquito repellent industry under brand
name, ‘Poweron’. EVEREADY is India’s largest selling brand of dry cell batteries
and flashlights (torches), with dominant market shares of about 46% Eveready
Industry now has about 8200 Employees in the group. Eveready is certified with
I.S.O-9002 certification for most of its plants. Customers are well satisfied with
products of the company, and the plant is licensed by Bureau of Indian Standards
for Manufacturing” of all its Batteries.
The new tagline “The Next Century of Power” affirms Eveready’s
commitment to being technology leaders well into the future, evolving with
consumers to meet their changing needs. From small beginnings with an import
consignment in 1905 of Rs 500, Eveready today dominates the Indian market and
stands for portable power and light to millions of consumers.
EVEREADY INDUSTRIES INDIA LTD, was originally founded in 1926
with the name “Eveready Company (India)”.This company was taken over by a
joint stock company called “Eveready Company (India) Limited”. Incorporated
under Indian companies Act, 1913 June 20, 1934 with a registered office at
Calcutta, where it presently continues. On June 30, 1941 the name of the company
was changed to “National carbon Company (India) Limited”. On December 24,
1959, the name of company was further changed to “Union Carbide India Limited”
(UCIL).Recently on April 24, 1995 UCIL was renamed as Eveready Industries
India Limited.
Some of the major milestones for EVEREADY INDUSTRIES INDIA LTD
include the following:
 1926: Commencement of battery business.
 1956: Commencement of zinc rolling mill operation.
 1958: Manufacture and sale of flashlight commenced.

 1961: Commencement, manufacture and sale of chemicals and plastics (This
business was sold in 1989).
 1965: Manufacture and sale of battery electrodes and cinema arc carbon
commenced.
 1969: Start-up of the pesticides plant of Bhopal.
 1971: Commencement of marine products business (closed in November
1983).
 1972: Start-up of the electrolytic Manganese Die-Oxide plant.
 1982: Start-up of the Nepal Battery Company, a joint venture at Katmandu,
Nepal.
 1984: The Bhopal incident and shutdown of the pesticides plant.
 1986: Divestiture of worldwide battery business (ex UCIL) by Union
Carbide Corporation to Ralston Purina.
 1990: Suspension of operations at Srinagar Battery Plant due to civil unrest.
 1992: Commencement of Computer Software Development business.
 1992: Announcement of sale of UCIL shares by UCC.
 1992: A modern facility for manufacturing UM3 (R-3) Penlight size metal
clad Batteries was installed at the Madras plant.
 1993: Discontinuation of the Computer Software Development business.
 1994: In mid-December final exist of UCIL and entry of Meleod Russel
(India) Ltd, a member of Williamson Major group as the majority share
holder of UCIL.
 As a brand, the war cry promises empowerment to young
consumers in urban India.
 The ionic symbol similarly stands for the assurance of power to
rural consumers.
 Eveready’s packet tea business and poised for greater gains in market
share.
Symbol

 A brand means added value. It is the only steering mechanism
available to build profitable growth. We are the perfect companion
who delivers power, light and beverages.
 We are concerned about environmental issues we accompany
consumers throughout their daily lives by providing maximum
enjoyment.
 We ensure widest availability.
 Our corporate identity is highly visible.
 The communication of our messages should intrigue consumers and
be implanted in their sub conscious on a constant basis through
rational, mental and social benefits.
Eveready industries India Ltd, was originally founded in 1926
with the name “Eveready Company (India).”This company was taken
over by a joint stock company called “Eveready Company (India)
Incorporated under Indian Companies Act -1913 on June 20/1934
with a registered office at Calcutta, where it is presently continuous.
Further the name is to be changed as “National Carbon Company
(India) Ltd” and “Union Carbide India Limited”. Recently on April
24/1995 UCIL was renamed as “EVEREADY INDUSTRIES
INDIA LTD”.
Eveready Industry now has about 8200 Employees in the group. Eveready is
certified with I.S.O-9002 certification for most of its plants. Customers are well
satisfied with products of the company, and the plant is licensed by Bureau of
Indian standards for Manufacturing” of all its Batteries.
ORIGIN OF THE PLANT LOCATED IN CHENNAI:

In 1952 the National Carbon plant-Chennai is set upped. This is one of the
five Battery plants of the parent company Eveready industries India Ltd; The
Company starts its production in the year 1952 manufacturing “D” size Bare
Bottom Batteries, with an annual production of 10 million and 260 Hourly Rated
Workmen.
In 1965 Flat cell-manufacturing facility were added subsequently in 1971
“D” False Bottom and “AA” Batteries manufacturing facilities were installed. Late
cell manufacturing facilities were upgrade by installing, AMJ line, which
incorporates the latest Zinc Chloride technology and high level of automation. This
plant now manufactures “D” size Bare Bottom paper clad for flash light
application, False Bottom Batteries for heavy duty Transistors and multipurpose
application and “AA” Batteries for Cameras, Toys and other multipurpose
applications amounting to an annual volume of 220 million with 580 HRW.
This plant has a modern Quality Assurance system which comprises of built
in quality, on-line process control through programmable logic controllers and
computers and automatic electronic testing of final product. The associated floor
operations materials and finished goods control is done through computers, this
plant also utilizes non-conventional energy system i.e. Solar heating system for
process and wind mill for generating power.
This plant has a very detailed training programmer for all its employees,
which comprise both class room and On the Training to make them understand the
history of the company, business scenario, achievement it has accomplished future
goals, Excellence through Quality (EQ) tools employed in solving problems.
Quality circles, 5s, Etc.In the absence of any Manager the responsibility moves
upwards for re-delegation.
ORGANIZATIONAL STRUCTURE

NATIONAL CARBON PLANT, CHENNAI
VISION
 For over a century, our corporation has been a partner to consumers
with our expertise in portable power and light.
 Today, we endeavor to be the perfect Companion to consumers by
providing value-for-money brands with tangible Differentiation in quality
every day; we seek consumer proximity to ensure the enjoyment of better
living.
 Our core competence will be based on these three core values for the
total synergy and future profitable growth of our corporation.
BOARD OF DIRECTORS
Chairman (Non-Executive)
Mr. BM Khaitan
Executive personnel
Executive Vice Chairman and Managing Director
Mr. Deepak Khaitan
Chief Executive Officer of the company
Whole Time Directors
Mr. Suvamoy saha
Non-Executive personnel
GENERAL
MANAGER
ASSISTANT WORK
MANAGER
MANAGEMENT
REPRESENTATIVES
ENGINEERING
MANAGER
PRODUCTION
MANAGER
PERSONAL
OFFICER
MATERIALS
MANAGER
ACCOUNT
MANAGER

Mr. Aditya Khaitan
Mr. Bhasker Mitter
Mr. Diwan Arun
PRODUCTS
DRY CELL BATTERIES
Carbon Zinc
Eveready industries India Limited are the World’s third largest producer of
Carbon Zinc batteries, selling over 1 billion batteries every year.
Present in all segments of dry cell batteries, Eveready holds the dominant
Market shares in every segment.
Eveready Industries India Limited is the first entrant and the leading brand in the
organized rechargeable battery category. ‘Eveready Recharge’ batteries can be
recharged up to a thousand times with its flagship 2100 series, Eveready is
providing the Indian consumer with the latest offering for digital cameras and other
power-hungry applications.
Eveready also provides recharge batteries for cordless phones, ensuring their
enduring performance.
Eveready Industries India Limited is the largest manufacturer of flashlights in
South Asia. Since pioneering the portable lighting revolution in the country a
century ago, Eveready has enjoyed an uninterrupted leadership position in this
segment. An unparalleled distribution network ensures that Eveready torches are
always available within easy reach, wherever you are. From remote villages to the
city heights, Eveready flashlights light up lives across the length and breadth of
the country. The trusted “Jeevan Sathi” brass torch, has been a constant
companion for generations of Indians, is one of the most trusted brands in rural
India, across product categories, enjoying an enviable 90% market share.

The Eveready range of flashlights covers a wide price band of Rs 40/- to Rs
1275/-, to suit every need and every pocket. Available in a wide range of colors,
shapes and sizes, Eveready torches are the obvious choice for millions of
consumers from all walks of life. Eveready torches are the obvious choice for
millions of consumers from all walks of life .Eveready has now launched an
altogether new ‘category’ of torches – the LED torches.
The category is being called “Eveready digiLED”… and will have many models in
its portfolio. This category will offer to the consumers a torch which has..
 Low battery consumption
 Focused White light
 Slide switch for easy operation-strong durable body.
Eveready digiLED torches offer benefits of low battery consumption, sharp
focus and white light…whereas the Eveready regular incandescent bulb torches
give bright light; long reach and area lighting… fulfilling all portable lighting
needs of the consumers.
CFL (Compact Fluorescent Lamps)
In June 2007 Eveready Industries India Ltd entered into a sales and
distribution tie-up with phoenix lamps Ltd for selling CFLs (Compact fluorescent
Lamps) under the brand name Eveready Halonix. Phoenix Lamps Ltd an Indo
Japanese joint venture with a total investment of over us $ 40 million with 4 plants
having a production capacity of over 130 million lamps a year, benchmarked to
international regulations for Quality, Performance and safety. Eveready extensive
distribution network and high end lighting solutions of phoenix has resulted in this
synergistic tie-up. Eveready Halonix has a wide range of general lighting of over
200 SKUs for housing & Industrial purposes. CFL reduces the energy consumption
by 75% and lasts up to 10 time’s longer then incandescent light lamps.
DEPARTMENT FUNCTION

MANUFACTURING
Eveready state of the art manufacturing units are located at Kolkatta , Noida,
Uttaranchal, Hyderabad, Chennai and Lucknow maximize logistical efficiency and
reduce time to market. Today the company has high-speed manufacturing units,
both for batteries and flashlights, with in-house facilities, with for metal flashlights
along with a fully automated injection –molding set-up for plastic flashlights along
with a fully automated injection-molding set-up for plastic flashlights. Eveready
also has a full-fledged machine design group at Chennai with capabilities of
making special purpose machine for both captive consumption and
costumer-specific requirements.
RESEARCH & DEVELOPMENT
Eveready’s research team constitute highly qualified Scientists, Engineers,
Chemists and Technicians dedicated to maintaining technology leadership in
Zinc-Carbon batteries, Flashlights and related components. The Research Center
has pilot plant facilities, Analysis testing facilities such as Atomic Absorption
Spectrophotometer (AAS), polar graph, X-Ray Diffract meter (XRD) and a
chemical Laboratory. The Eveready’s Research Centre is capable of providing
World –class testing and research support to meet stringent customer requirements
from across the World. The efforts of in-house R&D unit was recognized by the
Dept. of science and Industrial Research and accorded recognition from Govt. of
India. This is the only in-house R&D centre of a primary battery resting facility
where batteries can be tested as per BIS, IEC and JEC standards.
QUALITY ASSURANCY
The Company has adequate internal quality Assurance systems
commensurate with the Company’s size and nature of business. The objective of

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

functions effectively to enhance / improve the various key functions may be
summarized as following.
Working capital management to reduce the interest burden on working
capital loans-alert management on inventory holding beyond norms as also
negotiates competitive interest rates from banks.
 Management or term loans to take care of the long-term business need of
the company –includes debts restricting by retiring high cost debts in lieu
of loans with lower interest rates.
 Treasure operation like commodity hedging (to mitigate the effect of
volatile metal prices), fore management (to mitigate the effect of volatility
in the value of rupee)
 Profitability analysis and projections business wise to apprise management
of the effectiveness of business decision and / to facilitate new decisions.
 Ensure accurate pricing updating in order to facilitate error free invoicing.
 Capital Budgeting to analyze / justify new projects.
 Compliance of all statutory maters including taxation related issues.
 Monitor profitability of new projects to benchmark against the projected
profitability
 Timely analysis of major accounts Trade Debtors, Institutional Debtors,
CSD, Claims, Bank , Payables- Appropriate action taken based on such
analysis.
 Centrally co coordinating payment through the RTGS /NEFT mode.
 Ensure timely data to operating groups for review of their respective areas
of performance.
 Ensure timely preparation of the quarterly and annual results head of the
Board meetings.
 Custodial Control over the assets of the company and review at least on an
annualized basis any possible impairment of such assets.

 Liaison with systems Group to enhance existing report platforms /
introduce new report platforms.
 Payroll preparation-Also facilitates tax planning.
 Monitoring the PF, Gratuity and other superannuation founds of the
company.
The company has an in-house taxation Department which deals with all the
direct and indirect tax cases covering all the manufacturing and commercial units.
They are responsible fro smooth and timely compliance of all fiscal laws by all the
units. The department also supplements business decision making by suggesting
ways and means for setting up new projects in tax-free zones and also to minimize
the incidence of / taxes on existing product lines.
The company also has an in-house internal audit Department manned by
Trained Professionals. The pre-audit checks and review are carried out to ensure
fallow up on the observations made by the Audit teams. The internal Audit reports,
the progress in implementation of recommendation contained in such reports and
the adequacy of internal control systems are reviewed by the Audit
Committee of the board in its periodical meetings.
INFORMATION TECHNOLOGIES
EIIL has traditionally invested in information Technology (IT) to provide
effective business solutions amenable to inform decision making. The IT process at
EIIL is one of continuous improvement .During the year, EILL standardized all its
major applications across all locations on the Oracle Business Suite as an ERP
solutions. This exercise was not without the usual teething problems. However, the
process seems to have been internalized well in the organization. Needles to state,

the ERP system has brought the expected benefits associated with it and would
certainly bring in the forthcoming years.
HUMAN RESOURCE
Men power is one of the pillars of success at full at EILL. The Company
employees nearly 2500 individuals across its various plants and branch locations,
who share a passion for excellence. The key attributed of human capital at EIIL,
are a rich knowledge base, expertise and experience. The department has IT enable
HR systems, wherein oracle business suite (11i.5.9) is being used. The various key
functions of the department are as follows.
o Talent acquisition management
o Performance management
o Career & succession planning
o Compensation and benefits management
o Training and development
o Rewards & recognition management
o Formulation & implementation of HR policies & procedures
o Employee engagement
HR team operates out of Corporate Office in Kolkatta
WORK ETHOS IN EVEREADY INDUSRIES INDIA LIMITED
 Caring organization
 Open environment
 Functional team work

 Focus on development
 Performance driven culture
 Open door policy
BUSINESS LOCATION
Manufacturing locations;
Batteries: -
Camper down (Kolkatta)
First modern battery plant established in the year 1938.
Plant output : 915 PPS
Capacity : 150 Mn
Taratola (Kolkatta)
Plant output : 2 D sized lines
Capacity : 150 Mn
Noida
Plant output : 1D sized line
Capacity : 160 Mn
Haridwar
Plant output : 2AA Rotary (MJ) lines
Capacity : 350 Mn
Chennai
Plant output : 1 D line-false bottom & 2 AA (MJ) lines
Capacity : 110 Mn
Hyderabad
Plant output : 1 D sized line

Capacity : 160 Mn
Selaqui
Plant output : AAA plant
Capacity : 90 Mn
Maddur
Plant output : 1 MJ D Line & 1 AA MJ Line
Capacity : 100 Mn & 108 Mn respectively
Flashlights
Tefco (Lucknow)
Others
Metco (Kolkatta) & Manali (Chennai): Zinc plants
Hyderabad: Electrode plant
Sales Branches:-
North : Delhi (Regional Office)
Indore, Delhi, Western UP & Jaipur
East : Kolkatta (Regional Office)
Mumbai & Ahmedabad
South : Chennai (Regional Office)
Chennai, Bangalore, Cochin & Hyderabad
Central :
Patna & Lucknow
BUSINESS DIVISIONS
Eveready Industries India Limited (EIL) is one of India’s most
renowned and enduring FMCG companies, with the operations entrenched in the
country for over 100 years. Over the decades, it has strengthened its position as the
dry cell battery and flashlight market leader in the second most populous country
in the world.
The Company’s contemporary product portfolio comprises the following :

 Dry cell batteries, flashlights and rechargeable batteries under brand
“Eveready”.
 Packet tea under brands ‘TEZ’, ‘Jaago’, ‘Premium Gold’, ‘Classic’.
 Mosquito repellents: Coil & Liquid Vaporizer under brand ‘Poweron’.
 Dish wash bar under brand ‘Poweron’.
 Compact fluorescent lamps under brand of ‘Eveready Halonix’
(co-branded)

CONCEPTUAL FRAME WORK
HR ACTIVITIES
INTRODUCTION
FUNCTIONAL AREAS OF PERSONNEL MANAGEMENT
On the basis of various functions which the personnel management generally
undertakes, the functional areas of personnel management may be set forth as
below:
1. Organizational planning, development and task specialization.
2. Staffing and employment

3. Training and development
4. Compensation, wage and salary administration
5. Motivation and incentives
6. Employee services and benefits
7. Employee records
8. Labour or industrial relations
1) ORGANIZATIONAL PLANNING AND DEVELOPMENT
“Organizational planning” is concerned with the division of all the tasks to
be performed in to manageable and efficient units (department, divisions or
positions) and with providing for their integration both differentiation and
integration are vital for the achievement of pre-determined goals.
i. A determination of the needs of the needs of an organization in terms of a
company’s short and long-term objectives, utilization of technology
(industry engineering industrial psychology, and mechanical engineering) of
production, deciding about the nature of product to be manufactured,
keeping in view the external environment public policy.
ii. The planning, development and designing of an organizational structure
through the fixing of the responsibility and designing of an organizational
structure through the fixing of the responsibility and authority of the
employees, so that organizational goals.
iii. Development inter-personal relationship through divisions of positions, jobs
and tasks; the creation of a healthy and fruitful interpersonal relationship;
and the formation of a homogenous, cohesive and effectively interacting
informal group.
2) STAFFING AND EMPLOYMENT
The staffing process is a flow of events which results in a continuous
manning of organizational positions at all levels-from the management to the
operative level. This process includes manpower planning, authorization for

planning, developing source of applications, evaluation of applicants, employment
decisions (selection), Offers (placement), induction and orientation, resignation
disability, and death).
i. Manpower planning is a process of analyzing the present and future
vacancies that may occur as a result of retirements, discharges, transfers,
promotions, sick leaves, leave of absence, or other reasons, and an analysis
of present and future expansion or curtailment in the various departments.
Plans are then formulated for internal shifts or cutbacks in manpower, for the
training and development of present employees, for the advertising
openings, or for recruiting and hiring new personnel with appropriate
qualifications.
ii. Recruitment id concerned with the process of attracting qualified and
competent personnel for different jobs. This includes the identification of
existing sources of the Labour market, the development of new sources, and
the need for attracting large number of potential applicants so that a good
selection may be possible.
iii. Selection process is concerned with the development of selection policies
and procedures and evaluation of potential employees in terms of job
specification. This process includes development of application blanks, valid
and reliable tests, interview technique, employee referral systems, evaluation
and selection of personnel in terms of job specifications, the making up of
final recommendations to the line management and the sending of offers and
rejection letters.
iv. Placement is concerned with the task of placing an employee in a job for
which he is best fitted, keeping in view the job requirement, his
qualifications and personality needs.
v. By induction and orientation is meant the introduction of an employee to the
organization and the job by giving him all the possible information about

the organization’s history, objectives ,philosophy, policies, future
development opportunities, products, goodwill in the market and in the
community, and by introducing him to other employees with whom and
under whom he has to work.
vi. Transfer process is concerned with the placement of an employee in a
position in which his ability can be best utilized. This is done by developing
transfer policies and procedures, counseling employees and line
management on transfers and evaluating transfer policies and procedure.
vii. Promotion process is concerned with the placement of an employee in a
position in which his ability can be best utilized. This is done by developing
transfer policies and procedures, counseling and employees and line ip
management on transfers and evaluating transfer policies and procedures.
viii. Separation process is concerned with the severing of relationship with an
employee on grounds of resignation, lay-off, death, disability, discharge or
retirement. Exit interviews of employees are arranged, causes of Labour
turnover are to be analyzed and advice is given to the line management on
the causes of, and reduction in, Labour turnover.
A number of devices and sub-systems are used in the systems design to manage the
staffing process. These are:
a) Planning Tables and Charts.
b) Application Blanks.
c) Interviews.
d) Psychological Tests.
e) Reference Checks.
f) Physical Examinations.
g) Performance Reviews And.
h) Exit Interviews.
3. TRAINING AND DEVELOPMENT

It is complex process and is concerned with increasing the capabilities of
individuals and groups so that they may contribute effectively to the attainment of
organizational goals .this process includes:
1) The determination of training needs of personnel at all levels, skill training,
employee counseling, and programs for managerial, and employee
development and.
2) Self-initiated development activities (formal education), during off-hours
reading and participation in the activities of the community.
4. COMPENSATION, WAGE AND SALARY ADMINISTRATION
It is concerned with the process of compensation directed towards
remunerating employees for services rendered and motivating them to attain the
desired levels of performance. The components of this process are:
i. Job evaluation through which the relative worth of a job is determined. This
is done by selecting suitable job evaluation techniques, classifying jobs into
various categories, and then determining their relative value in various
categories.
ii. Wage and salary program consists of developing and operating a suitable
wage and salary program, taking into consideration certain facts such as the
ability of the organization to pay, the cost of living ,the supply and demand
conditions in labor market, and the wage and implemented, and their
effectiveness evaluated.
iii. The incentive compensation plan includes non-monetary incentives which
have to be developed , administered and reviewed from time to time with a
view to encourage the efficiency of the employee.
iv. The performance appraisal is concerned with evaluating employee
performance at work in terms of pre-determined norms/standards with view
to developing a sound system of rewards and punishment and identifying
employees eligible for promotions. For this purpose, performance appraisal

plans, techniques and programs are chalked out, their implementation
evaluated, and reports submitted to the concerned authorities.
v. Motivation is concerned with motivating employees by creating conditions
in which they may get social and psychological satisfaction. For this purpose
,a plan for non-financial incentives (such as recognition, privileges, symbols
of status ) is formulated ; a communication system is developed, morale and
attitude surveys are undertaken, the health of human organization diagnosed
and efforts are made to improve human relations in the organization. The
line management has to be advised on the implementation of the plan and on
the need, areas and ways and means of improving the morale of employees.
5. EMPLOYEE SERVICE AND BENEFITS
These are concerned with the process of sustaining and maintain the work force in
an organization. They include:
a) Safety provision inside the workshop. For this purpose, policies, techniques,
and procedure for the safety and health of the employees are developed; the
line management is advised on the implementation and operation of safety
programs training has to be given to first line supervisors and workers in
safety practices; the causes of accidents have to be investigated and data
collected on accidents; and the effectiveness of the safety programmes
evaluated periodically.
b) Employee counseling is the process through which employees are given
counsel in solving their work problems and their personal problems. the line
management has to be advised on the general nature of the problems which
the employees may face from time to time .
c) The medical services include the provision of curative and preventive
medical and health improvement facilities for employees, training in
hygienic and preventive measures are undertaken.

d) The recreational and other welfare facilities include entertainment services
like film shows, sports and games; and housing, educational, transport and
canteen facilities, free or at subsidized rates. Suitable policies and programs
are framed and efforts are made to administer these services satisfactorily.
The effectiveness of such programs has also to be evaluated.
e) Fringe benefits and supplementary items are made available to employees in
the form of:
i. Old age survivor’s and disability benefits, unemployment and
workman’s compensation.
ii. Pensions, gratuities and such other payments as are agreed upon -
death benefits, sickness, accidents and medical care, insurance,
expenses of hospitals is action, voluntary retirement benefits.
iii. Paid rest periods, lunch periods, wash-up time, travel time, get –ready
time.
iv. Payments for time during which no work is done –paid vacation or
bonus in lieu of vacation, payment for holidays, paid sick and
maternity leave.
v. Profit-sharing benefits, stock options contribution to employees,
provident fund, employees educational expenditure and special wage
payments ordered by the courts.
These benefits are usually given to employees in order to tempt them to remain in
the organization, to provide them social security, and to reduce absenteeism and
Labour turnover. Policies and programs for implementing these have to be
properly developed.
6. EMPLOYEE RECORDS

In employee records complete and up-to-date information is maintained about
employees, so that these may be utilized, if need be, at the time of making
transfers/promotions, giving merit pay, or sanctioning leave and at the time of
termination of service.
Such records include information relating to personal qualifications, special
interests, aptitudes, results of tests and interviews, job performance, leave
promotions, rewards and punishments.
7. LABOUR RELATIONS
By Labour relations is meant the maintenance of healthy and peaceful
Labour-management relations so that production/work may go on undisturbed.
Under this area:
a) Grievance handling policy and procedures are developed, after finding out
the nature and causes of grievances, and locating the most delicate areas or
dissatisfaction
b) Rules and regulations are framed for the maintenance of discipline in the
organization, and a proper system of reward and punishment is developed.
c) Efforts are made to acquire knowledge of, and to observe and comply with,
the Labour laws of the country and acquaint the line management with the
provisions which are directly concerned with organization. Collective
bargaining has to be developed so that all disputes may be settled by mutual
discussions without recourse to the law court. Such bargaining, negotiating
and administering agreements relating to wages, leave, working conditions
and employee-employer relationship falls in this area.

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

Objective of the study:
To study the employees opinion towards HR functions in the organization.
To offer feasible ways and means to improve the employee morale and satisfaction
in the organization.
RESEARCH DESIGN:
Generally the research design is of three types, viz…,exploratory, descriptive &
casual research design is defined as the specification of methods and procedures
for acquiring the information needed. It is a plan of organization frame work, for
doing the collection of data.
“The research design for this research is descriptive in nature.”
DESCRIPTIVE STUDY:
Descriptive research studies are those study which are concerned with describing
the characteristics of a particular individual, or a group. In this research, the
researchers must be able to define clearly, what he wants to measure and must find
adequate methods for measuring it along with a clear cut definition of population
he wants to study. The design in such studies must be rigid and flexible and must
focus attention on the following.

1) Formulating the objective of the study.
2) Design the methods of data collection.
3) Selecting the sample.
4) Collection the data.
5) Processing and analyzing the data.
6) Reporting the finds.
The research design is descriptive in nature and study in mainly based
on the data
Collected from primary as well as secondary sources.
DATA SOURCES:
The data is mainly collected through primary sources and secondary sources.
Primary data;
It contains o original information gathered for a specific purpose.The first hand
information has been collected through administering the questionnaire by direct
contact method and through informal meetings and observations.
Secondary data:

It contains information that already exists have been collected for another purpose,
the second hand information has been collected through company previous records,
annual reports, journals industrial magazines, broachers, internet.
RESEARCH APPROACH:
Survey method is used in the collection of needed information from the
respondents.
RESEARCH INSTRUMENT:
A STRUCTURED questionnaire consisting of 23 questions has been taken as the
research instrument.
SAMPLING PLAN:
A it is practical to attempt a survey of the entire population, a limited number of
people have been surveyed owing to the time constrint.
SAMPLING DESIGN:
It deals with the method of selecting items to be observed for the given data.

SAMPLING UNIT:
Employees in the Unit.
SAMPLE SIZE.
Convenience sampling has been used to the data from respondents.
A convenience sampling IS obtained by selecting “convenient population unit”.
QUESTIONNAIRE DESIGN:
Questionnaire is designed in such a way that it is for respondents to answer. The
questionnaire consists of closed end questions for knowing the effectiveness of
Employees opinion towards HR Activities, in Eveready industrial ltd, Chennai.
LIMITATIONS:
1) Due to non availability of time, large sample size is not taken.
2) The lack of cooperation from some respondents.
3) Some of the respondents are not interested in giving more information due to
their personnel bias or busy in work schedule.

DATA ANALASYS AND INTERPRETATION

1. Satisfaction of recruitment process in the company.
S No Response No. of Respondent Percentage
1 Yes 100 100%
2 No 0 0%
Total 100 100%
Response Chart

0
20
40
60
80
100
120
Yes No
IINFERENCE:
It is inferred that 100% of the respondents are satisfied with their
recruitment process.
2. Optional on jobs Transfer
Scale Response
No. of
Respondents
Percentage
Weighted
Score
Weighted
Total
1
Highly
Satisfied
40 40% 2 80
2 Satisfied 30 30% 1 30
3
Neither
satisfied
nor
0 0% 0 0

dissatisfied
4 Dissatisfied 20 20% -1 -20
5
Highly
Satisfied
10 10% -2 -20
TOTAL 100 100% 70
Weighted Average= Weighted Total/Total Number of Respondents=70/100=0.7
Response Chart
0
5
10
15
20
25
30
35
40
45
Highly satisfied Satisfied Neither
Satisfied nor
Dissatisfied
Dissatisfied Highly
dissatisfied
IINFERENCE:
40% respondents are highly satisfied with their job transfer,
30% are satisfied 20% are dissatisfied and 10% are highly dissatisfied.
3. Reaction of management with the Complaints

Scale Response
No. of
Respondents
Percentage
Weighted
Score
Weighted
Total
1 Very fast 10 10% 3 30
2 Fast 20 20% 2 40
3 Moderate 30 30% 1 30
4 Slow 25 25% -1 -25
5 Very Slow 15 15% -2 -30
TOTAL 100 100% 45
Response Chart
0
5
10
15
20
25
30
35
Very fast Fast Moderate Slow Very Slow
IINFERENCE:
10% of respondents are said that the management reacts very fast on
complaints,20% are said fast,30% are said moderate,25% are said Slow are 15%
are said very Slow.

4. Training helps to improve the performance of the employee
Response Chart
Scale Response
No. of
Respondents
Percentage
Weighted
Score
Weighted Total
1
Strongly
Agree
60 60% 2 120
2 Agree 10 10% 1 10
3
Neither
agree nor
disagree
0 0% 0 0
4 Disagree 10 10% -1 -10
5
Strongly
Agree
20 20% -2 -40
TOTAL 100 100% 80

0
10
20
30
40
50
60
70
Strongly
Agree
Agree Neither agree
nor disagree
Disagree Strongly
Agree
IINFERENCE:
60% of respondents are strongly agreed that the training helps to improve the
performance, 10% are agreed, 10% are disagreed & 20% are strongly disagreed
5. Management reaction towards the punished of employee based on misconduct
Scale Response
No. of
Respondents
Percentage
Weighted
Score
Weighted
Total
1 Very Strict 30 30% 3 90
2 Strict 30 30% 2 60
3 Normal 40 40% 1 40
4 Loose 0 0% -1 0
5 Very Loose 0 0% -2 0
TOTAL 100 100% 190

Response Chart
0
5
10
15
20
25
30
35
40
45
Very Strict Strict Normal Loose Very
Loose
IINFERENCE:
30% of the respondents are felt that the management is very
strict on misconduct, 30% are said strict and 40% are said normal.
6. Industry Relation in the Company
Scale Response
No. of
Responden
ts
Percentage
Weighte
d Score
Weighted
Total
1
Excelle
nt
1
0
10
%
3
3
0
2
Very
good
6
0
60
%
2
1
2
0

3 Average
1
0
10
%
1
1
0
4 Poor
2
0
20
%
-
1
-
2
0
5
Very
poor
0 0%
-
2
0
TOTAL
1
0
0
100
%
1
4
0
Weighted Average= Weighted Total/Total Number of
Respondents=140/100=1.40
Response Chart
0
10
20
30
40
50
60
70
Excellent Very good Average Poor Very poor

IINFERENCE:
10% of the respondents felt that the industrial relations are excellent,
60% are said very good, 10% are said average and 20% are said poor.
7. Main reason for industrial disputes
Scal
e
Response
No. of
Responden
ts
Percenta
ge
1
Compensati
on
40 40%
2 Bonus 20 20%
3
Welfare
Measures
30 30%
4 Rights 10 10%
TOTAL 100 100%
Response Chart

0
5
10
15
20
25
30
35
40
45
Compensaton Bonus Welfare
Measures
Rights
IINFERENCE:
40% of the respondents are said compensation is the main reason for the
industrial disputes, 20% are said bonus, 30% are said welfare measures
and 10% are said for their rights.

8. Satisfaction of Orientation classes in the company
Respondents=-70/100=-0.7
Response Chart
Scal
e
Response
No. of
Respondents
Percentage Weighted Scor
1
Highly
Satisfied
10 10% 2
2 Satisfied 20 20% 1
3
Neither
satisfied
nor
dissatisfie
d
0 0% 0
4
Dissatisfie
d
30 30% -1
5
Highly
Satisfied
40 40% -2
TOTAL 100 100%

0
5
10
15
20
25
30
35
40
45
Highly Satisfied Satisfied Neither
satisfied nor
dissatisfied
Dissatisfied Highly Satisfied
IINFERENCE:
10% of the respondents are highly satisfied with the orientation
classes, 20% are said satisfied, 30% are said dissatisfied and 40% are said
highly dissatisfied.
9. Rewards system helps to motivate the employee
Sc
al
R
e
N
o
Per
cent
W
eig
W
eig

e
s
p
o
n
s
e
.
o
f
R
e
s
p
o
n
d
e
n
t
s
age
hte
d
Sc
ore
hte
d
To
tal
1
S
t
r
o
n
g
l
y
A
g
r
2
0
20
%
2 40

e
e
2
A
g
r
e
e
4
0
40
%
1 40
3
N
e
i
t
h
e
r
a
g
r
e
e
n
o
r
d
i
s
a
g
0 0% 0 0

r
e
e
4
D
i
s
a
g
r
e
e
3
0
30
%
-1 -30
5
S
t
r
o
n
g
l
y
A
g
r
e
e
1
0
10
%
-2 -20
T
O
T
1
0
0
100
%
30

A
L
Respondents=-30/100=0.3
Response chart
0
5
10
15
20
25
30
35
40
45
Strongly
Agree
Agree Neither agree
nor disagree
Disagree Strongly
Agree
IINFERENCE:
20% of respondents are strongly agreed that they are motivated by the
rewards, 40% are agreed, 30% are disagreed & 10% are strongly
disagreed

10. Changes needed in the company
S.No Response
No. of
Respondent
Percentage
1 Yes 100 100%
2 No 0 0%
Total 100 100%
Response Chart
0
20
40
60
80
100
120
Yes No

IINFERENCE:
It is inference that 100% of the respondents need the changes in the
company.
11. Optional on overall job satisfaction
Scale Response
No. of
Respondents
Percentage
Weighted
Score
Weighted
Total
1
Highly
Satisfied
62 62% 2 124
2 Satisfied 30 30% 1 30
3
Neither
satisfied nor
dissatisfied
0 0% 0 0
5
Highly
Satisfied
0 0% -2 0
TOTAL 100 100% 146
Weighted Average= Weighted Total/Total Number of Respondents=-146/100=1.46
Response Chart

0
10
20
30
40
50
60
70
Highly
Satisfied
Satisfied Neither
satisfied nor
dissatisfied
Dissatisfied Highly
Satisfied
IINFERENCE:
62% of the respondents are highly satisfied with the job, 30% are said satisfied and *% are said
dissatisfied.
12. Comfortable with working shifts
Response chart
Scale Response No. of Respondents Percentage
1 6-2 pm 70 70%
2 2-10 pm 10 10%
3 10-6 am 5 5%
4 General(8:15-4:30) 15 15%
TOTAL 100 100%

0
10
20
30
40
50
60
70
80
6-2 pm 2-10 pm 10-6 am General(8:15-
4:30)
IINFERENCE:
70%of the respondents said that they are comfortable with 6-2pm shift,10% are
comfortable with 2-10pm shift,5% are comfortable with 10-6am shift & 15% are comfortable
with general shift
13. Opinion on shifts
S.NO Response No. of
Respondents
Percentage Weighted
score
Weighted
total
1 Highly satisfied 60 60% 2 120
2 Satisfied 20 20% 1 20
3 Neither satisfied
nor dissatisfied
0 0 0 0
5 Highly satisfied 0 0% -2 0

TOTAL 100 100% 120
Weighted Average = Weighted Total/ Total number of respondents=120/100=1.20
Response chart
0
10
20
30
40
50
60
70
Highly
satisfied
Neither
satisfied
nor
dissatisfied
Highly
satisfied
IINFERENCE:
60% of the respondents are highly satisfied with their shifts,20% are the satisfied & 20%
are dissatisfied.
14. Opinion on working conditions preventing in the company
Scale Response No. of
despondence
Percentage Weighted
score
Weited total
1 Excellent 20 20% 3 60
2 Very good 50 50% 2 100
3 Average 20 20% 1 20

4 Poor 10 10% -1 -10
5 Very poor 0 0% -2 0
Total 100 100% 170
Weighted Average =Weighted Total/Total number of respondents=170/100=1.70
Response chart
0
10
20
30
40
50
60
Exellent Very good Average Poor Very poor
IINFERENCE:
20% of the respondents are felt Excellent about the working hours,50% are said
good,20%are said average & 10% are said poor.
15. Health measures provided by the company
Scale Response
No. of
despondence
Percentage
Weighted
score
Waited
total
1
Highly
satisfied
30 30% 2 60
2 Satisfied 15 15% 1 15

3
Neither
satisfied nor
dissatisfied
0 0% 0 0
5
Highly
satisfied
15 15% -2 -30
TOTAL 100 100% 5
Response chart
0
5
10
15
20
25
30
35
40
45
Highly
satisfied
Neither
satisfied
nor
dissatisfied
Highly
satisfied
IINFERENCE:
30% of the respondents are highly satisfied , 415% are said satisfied, 40% are said dissatisfied
and 15% are said highly dissatisfied with the measures provided by the company.
16. Safety measures provide by the company
S.no Response No. of Responded Percentage
1 Yes 40 40%

2 No 60 60%
Total 100 100%
Response Chart
0
10
20
30
40
50
60
70
Yes No
IINFERENCE:
40% of the respodedents are satisfied & 60% are not satisfied with their safety measures
provided by the company.
17. Quality of food served at the canteen.
Scale Response No. of
respondence
Percentage Weighted
score
Waited total
1 Highly
satisfied
5 5% 2 10

2 Satisfied 5 5% 1 5
3 Neither
satisfied nor
dissatisfied
80 80% 0 0
5 Highly
satisfied
5 5% -2 -10
TOTAL 100 100% 0
Weighted Average =Weighted Total/Total number of respondents=0/100=0
0
10
20
30
40
50
60
70
80
90
Highly
satisfied
Neither
satisfied
nor
dissatisfied
Highly
satisfied
IINFERENCE:
5% if the respondents are highlysatisfied, %5 are satisfied ,80% are
Neither satisfied nor dissatisfied ,5% are dissatisfied,%5 are Highly satisfied with their food
served at canteen.
18. Interaction levels in the company
Scale Response
No. of
respondence
Percentage
Weighted
score
Waited total

1
Highly
satisfied
50 50% 2 100
2 Satisfied 15 15% 1 15
3
Neither
satisfied nor
dissatisfied
0 0% 0 0
5
Highly
satisfied
15 15% -2 -30
TOTAL 100 100% 65
Response chart
0
10
20
30
40
50
60
Highly
satisfied
Neither
satisfied
nor
dissatisfied
Highly
satisfied
IINFERENCE:
50% if the respondents are highly satisfied, %15 are satisfied ,20% are Neither satisfied
nor dissatisfied ,15% are dissatisfied with their food served at canteen.
19. Providing of loan facility to the employees.
S.no Response No.of Responded Percentage

1 Yes 30 30%
2 No 70 70%
Total 100 100%
Response Chart
0
10
20
30
40
50
60
70
80
Yes No
IINFERENCE:
30% of the respodedents are satisfied & 70% are not satisfied with their safety measures
provided by the company.
20.Token system in the company
S.no Response No.of Responded Percentage

1 Yes 60 60%
2 No 40 40%
Total 100 100%
Response Chart
0
10
20
30
40
50
60
70
Yes No
IINFERENCE:
60% of the respodedents are felt that token system is goog & 40% are not good.
21.Strictly considering attendance of the employees by the management
Scale Response
No. of
Respondents Percentage
Weighted
Score
Weighted
Total

1
Strongly
Agree 50 50% 2 100
2 Agree 15 15% 1 15
3
Neither
agree
nor
disagree 0 0% 0 0
4 Disagree 15 15% -1 -15
5
Strongly
Agree 20 20% -2 -40
TOTAL 100 100% 60
0
10
20
30
40
50
60
Strongly
Agree
Agree Neither
agree nor
disagree
Disagree Strongly
Agree
IINFERENCE:
50% of respondents are strongly agreed 15% are agreed, 315% are disagreed & 20% are strongly
disagreed with their stickly gfollewed attendance.
22. Reson for absenteeism
S.No Response No. of respondence percentage

1 Sickness 40 40%
2 Personal problems 20 20%
3 Functions 30 30%
4 Others 10 10%
Total 100 100%
Response Chart
No. of respondence
0
10
20
30
40
50
Sickness Personal problems Functions Others
Inference:
40% with sickness,20% with personal problems,30% with functions & 10%n with
other problems are said the reasons for absenteeism.

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

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

QUESTIONAIRE
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES
NAME:
AGE:
TOKEN NO:
Are you satisfied the recruitment process in the company?
(a) Yes (b) no
If yes why: -------
If no why: ---------
What is your on job transfer?
(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)Dissatisfied (E) Highly dissatisfied
How the management react with the complaints.
(a) Very fast (b) fast (c) Moderate (d) Slow
(e) Very slow
4. The training imparted to the employee helps to improve their performance
(a) Strongly agree (b) Agree (c) Neither Agree nor disagree
(d) Disagree (e) Strong disagree
How the management reacts towards the punishment of the employee based on misconduct
(a) Very strict (b) Strict (c) Normal (d) Loose
(e) Very loose
How do you feel about the industrial relations in the company?
(a) Excellent (b) Very Good (c) Average (d) Poor
(e)Very poor
7. What is the main reason for industrial disputes?
(a)Compensation (b) Bonus (c) Welfare measures (d) Rights

Do you satisfied with the orientation or induction classes in the company
(a)Strongly Agree (b) Agree (c) neither Agree nor Disagree
(d)Disagree (e) Strongly Disagree
9. The reward in this company helps to motivate employees
(a) Strongly Agree (b) Agree (c) Neither Agree nor Disagree
(d)Disagree (e) Strongly Disagree
10.Do you need any changes in the company
(a) Yes (b) no
If yes why: -------
If no why: ---------
11. Your opinion of overall job satisfaction
(d) Dissatisfied (e) Highly dissatisfied
12. Out of the following shifts of working which you feel comfort
(a) 6-2 (b)2-10 (c)10-6 (d) General(8.15 to 4.30)
13.Your opinion regarding shifts
(d)dissatisfied (E)Highly dissatisfied
14.Your opinion on the working conditions prevailing in the company
(a)Excellent (b) Good (c)average (d)poor
(e) Very poor
15. The health measures Provided by the company is satisfied
16. Are you satisfied with the safety measures provided by the company
(a) Yes (b) no
If yes why: -------
If no why: ---------
17. Are you satisfied with the quality of food served at canteen in the company
18. The interaction levels in the company would be satisfied
19. The company is providing any loan facility to the company
(a) Yes (b) no

If yes why: -------
If no why: ---------
20. The token system in the company is good
(a) Yes (b) no
If yes why: -------
If no why: ---------
21. The attendance of employees is considered strictly by the management
22. The reason for absenteeism in the company
(a) Sickness (Family Problems (c) functions (d) others
23. Give some suggestions for the organization development
---------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------

BIBLIOGRAPHY
1. PERSONNEL/HUMAN RESOURCE MANAGEMENT
-STEPHEN P.ROBBINS
(Prentice-hall of India private ltd…, NEW DELHI)
2. PERSONNEL/HUMAN RESOURCE MANAGEMENT
-P.SUBBA RAO
(Himalaya publishing house, Mumbai)
3. HUMAN RESOURSE AND PERSONNEL MANAGEMENT
-K.ASVATHAPPA
( Tata McGraw-Hill publishing company ltd…, New Delhi)
Websites:
www.evereadydy.com
www.google.com

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