Hemraj Singh Choudhary n.b.c Report.

A

Project Study Report

ON

National Engineering Industries Ltd.

“H.R. INTERVENTION AT N.E.I.,JAIPUR”( EMPOLYEE SATISFACTION SURVEY )

Submitted in partial fulfillment for the

Award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By: Submitted to:Hemraj Singh Choudhary Dr. Sonal Jain M.B.A. IVth SEM. HOD, D.C.T.E Mansarover, Jaipur

DEEPSHIKHA COLLEGE OF TECHNICAL EDUCATION (2010-2011)

CONTENTS

1. INTRODUCTION OF INDUSTRY

2. INTRODUCTION OF COMPANY

3. RESEARCH METHODOLOGY

TITLE OF THE STUDY

DURATION OF THE PROJECT

OBJECTIVES OF STUDY

TYPE OF RESEARCH

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SCOPE OF STUDY

LIMITATIONS OF THE STUDY

4. FACTS AND FINDINGS

5. ANALYSIS AND INTERPRETATION

6. SWOT ANALYSIS

7. CONCLUSION

8. SUGESSTIONS

9. RECOMMENDATION

10. APPENDIX

11. BIBLIOGRAPHY

INTRODUCTION OF INDUSTRY

THE BEARING INDUSTRY

The Indian bearing industry is estimated at Rs30bn. The Industry has established a highly

diversified product range of around 1000 types of bearings, having high volume demand. The

domestic industry caters to almost 70% of total demand for common varieties and sizes of

bearings. The remaining demand to the tune of 30% is being imported, essentially for industrial

applications and special purpose.

Bearing Industry in India can be divided into three segments – the organized sector,

unorganised sector and imports.

The organized sector primarily caters to the Original Equipment Manufacturers (OEM)

segments, which are predominantly automotive, railways and other industrial users. The

replacement, market is dominated by unorganised sector.

The organized sector comprises of 12 leading manufacturers who contribute to over 55% of

the total turnover. The total investment in the organized sector is about Rs17bn with an annual

installed capacity of 234mn bearings and employs more than 14000 people. Most of the big

players are having either technical or financial collaboration with leading auto manufacturers.

International collaboration gives access to best technology in the world.

Growth Drivers

Bearing Industry is likely to witness good times ahead riding on auto sector boom, economic

revival and export growth. Valuations of bearing companies have not seen the kind of run up

seen by Auto Ancillary peer group due to concerns over industry demand-supply dynamics and

huge presence of unorganized sector. However the leading players in the bearing industry are

expected to report a better performance over the next two years, as demand growth in key

user industries is expected to rise sharply. The demand for bearing industry is derived from

demand in two key user segments - automobile and industrial sector growth. The automobile

industry is the largest growth driver for OEM market as it accounts for almost 45% of total

bearing market. Engineering sector, which accounts for 28% of total share, holds the second

growth driver. Considering the high reliance of bearing industry on automobile sector, the fate

of bearing industry is largely dependent on production of vehicles. The demand of bearing is

also linked to heavy-duty industrial application in rolling stock, rolling mills, heavy earth moving

equipments and other heavy machinery, accounting for 21% of total bearing market. However

demand in the latter category is met through imports and therefore does not have significant

impact on domestic growth.

The automobile industry the largest user segment for Indian bearing market grew 16.5% yoy in

FY03 and registered a similar growth of 16.5% yoy in September 2003. All segment of

automobile industry are expected to report strong growth in the coming year. Infrastructure has

received a fillip in last 2 years through N-S-E-W corridor and Golden Quadrilateral projects.

The transformation of road transport through these initiatives as well as higher economic

growth would lead to higher demand for commercial vehicle industry. Passenger Cars continue

to grow in double digit driven by rising aspirations and cheap and easy availability of finance.

Within two wheelers, motorcycle industry growth is expected to continue on its growth path.

The overall revival in industry and manufacturing will drive capital investments and spur growth

in the engineering industry – the second largest customer for bearings industry.

Export Potential

Exports of bearings companies has increased at a CAGR of 13% in last seven years from

1995-96 to 2001-02 at Rs2.5bn. Big players in Indian ball and roller bearing have been already

exporting a part of their production to developed countries like US, Europe etc. Domestic

players are already sensing the outsourcing opportunity and have initiated the process of

manufacturing a range of bearings for meeting the requirements of global customers. The

Indian bearing industry, especially the companies having technical/ financial collaboration with

global players like SKF Bearings, FAG Bearings, Timken India, ABC Bearings and NRB

Bearings are expected to garner higher pie in export market.

Export Trend

INTRODUCTION OF COMPANY

INTRODUCTION

NATIONAL ENGINEERING INDUSTRIES (NEI) Limited,

belong to the renowned industrialist, Late Shri B.M.BIRLA

(Late Shri B.M.BIRLA)

“NATIONAL BEARING INDUSTRIES LIMITED” (NBC)

Founded in Jaipur in the year 1946 as a pioneer industry in the field of bearing manufacturing,.

The first bearing was manufactured in 1950 with a modest start of 30,000 bearing in 19 sizes.

The company is now producing nearly 3.8 millions bearings per month in over 500 different

sizes ranging from 20mm Diameter to 1350mm Diameter and has the capacity to produce

bearing up to 2000mm diameter. With ever increasing activities and grant of industrial licenses

for other vital industries and manufacturing of Roller Bearing Axle Boxes for Railway rolling

stock, Steel balls, Tapered Roller bearings, Spindle Inserts etc., the name of company was

changed in 1958 to” NATIONAL ENGINEERING INDUSTRIES Ltd.” retaining its original trade

mark NBC.

The industry now spread over 118 acres of land in Jaipur & 56 acres in Gunsi (Newai). This is

the only unit in the country manufacturing ball bearings, Steel bearings, tapered roller

bearings, cylindrical roller bearings and axle boxes for railway rolling stock including spherical

roller bearings, cartridge roller bearings & large diameter special bearings in separate fully

equipped factories. The development of national engineering industries Ltd., was pioneered

with a theme

“Indigenization and Self – reliance.”

Raw material is received from Tisco and from West Germany, Japan and Holland.

NEI NETWORK ALL OVER INDIA

DESIGNATIONS & GRADS GRADES

DESIGNATION GRADE

President & CEO No Grade

Senior Vice President No Grade

Vice President E-8

Assistant Vice President E-7

General Manager E-6

Deputy General Manager E-5

Assistant General Manager E-4

Divisional Manager E-3

Deputy Divisional Manager E-2

Senior Manager E-1

Manager M-9 & M-8

Area Manager/Deputy Manager M-7

Assistant Manager M-6

Senior Superintendent M-5

Superintendent M-4

Senior Engineer/Senior Officer M-3(2) & M-3(1)

Engineer/Officer M-2

Assistant Engineer M-1

Senior Officer/Senior Accounts Officer S-8

Officer/Accounts Officer S-7

Asstt. Officer/Asstt. Accounts Officer S-6

Junior Officer/Junior Accounts Officer S-5

Senior Assistant/Sr. Shift Supervisor S-4

Senior Assistant/Shift Supervisor S-3

Assistant S-2

Clerk S-1

Peons, Security Guards, Head Jamadars Z-1, Z-2 & Z-3

NEI EDGE

NEI is powered by a strong faith in its own capabilities. This explains its success in building up

an improved infrastructure of technical strength for designing & consulting engineering

machines, even designing new mean & methods for upgrading.

NEI provides a friendly environment to work together as a team with mutual understanding,

responsibility, trust, respects & dignity. NEI always attempts to explore new ideas & adopt the

latest technology in world to come up with the very best for customers.

The company has been awarded ISO-9001 certificate “The Mark of Excellence in Quality

Management System” by BVQI of U.K. in 1995

The bearings of NBC are widely used by automobiles, truck, tractors, steel mills, thermal

power plant, railways etc.

The company has been awarded ISO-9001 certificate “The Mark of Excellence in Quality

Management System” by BVQI of U.K. in 1995.

EVER GROWING NEI'S TURNOVER

LAYOUT OF ORGANISATIONAL STRUCTURE

2001-02 2002-03 2003-04 2004-05 2005-2006 2006-07 2007-080

1,000

2,000

3,000

4,000

5,000

6,000

7,000

24462907

32423900

49395671

6417

Year

INR

Mill

ion

s

3855

3248

2742

2302 2212 2107 2084 2080

0

500

1000

1500

2000

2500

3000

3500

4000

4500

2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08

VISION

NEI will be the best market driven Antifriction Bearing Company providing innovative products

& service to achieve satisfaction of customers and other stake –holders by using world class

technology and management practices and through employee commitment.

NEI will diversify in allied precision engineering products and special purpose machine.

MISSION

NEI Ltd. is in the business of precision rolling bearings, providing technical services and

seeking opportunities for new business consistent with its vision to

Provide product and services of world class quality.

Meet customer requirements.

Increase Shareholder value.

Develop mutually beneficial supplier relationships.

Create opportunity for the employees to achieve their reasonable

Aspirations.

To serve the society by providing products and services of excellent quality, meeting

consumer requirement, providing adequate return to shareholders and creating opportunity for

the employees to achieve their aspirations.

MILESTONES

QUALITY POLICIES

1946 company established under the name of N.B.C

1950 Ball bearing production started

1957 Company name changed to National Egg.Industries

1971 Established Research & Development division

1981 Separate plant established at GUNSI (NEWAI)

1995 ISO 9001 Certification by BVQI

1999 Implemented ERP-SAP System

2000 QS 9000 & ISO14001 Certification by BVQI

2003 TS -16949 Certification by BVQI

2004-05 Separate Assembly plant atMANESAR (GURGAON)

2005-06 AAR-M 1003 Certification

2006-07 A pplied TPM Award (JIPMS)

NEI believes in the maxim “Consumer is always right”. With this in mind NEI shall

design, manufacture and deliver products to provide consumers satisfaction, through

continuous improvement.

To achieve this, management shall: -

Provide education and training in planned manner to the employees.

Maintain international quality management system as per ISO-9001 and adopt QS-9000

system.

TECHNICAL COLLABORATIONS

Hoffman Manufacturing Company limited, UK from 1946 for ball bearings and

cylindrical roller bearings in railways stock..

SRO-FAG 1975 for spherical roller bearings for railway coaches.

NTN Corporation of Japan since 1985 for ball, cylindrical and roller

Bearings.

IZUMI KINZOKU KOGYO Co. Ltd. Japan since 1996 for remanufacturing and

overhauling of bearings

Grinding and super finishing machines for bearing races.

PRODUCT OF NEI

Spherical Roller Bearings.

Ball Bearings.

Roller Bearings.

Tapered Roller Bearings.

Cartridge Tapered Roller Bearings.

Steel Ball

GRAPH SHOWS THE PERCENTAGE OF DIFFERENT

PRODUCT WHICH PRODUCE AT NEI LIMITED

7%

1%3%

16%

13%

7%

53%

Ball Bearings Tapered Roller Brgs.Cartridge Tapered Roller Brg Spherical Roller Brg.Axle Box & Cylindrical roller Brgs. Large Dia Brgs.Straight Roller Brgs.

PRODUCT AT NEI

1) BALL BEARING:-

Precision ball bearing from 6mm to 75mm bore diameter is manufactured on the

different machines in grinding and centrally air conditioned. Assembly lines with auto gauging

and testing equipments. The latest advance techniques for manufacturing and quality are

applied. The plant is spread over a covered area of 14694sq.m.

2) STEEL BALL:-

Precision Steel Balls up to 25mm diameters for NBC Bearings are manufactured on

Precision and lapping machines to achieve super finished surface, accuracy and roundness as

per standards. This Division is spread over a covered area of 4,700 Sq. Meters

3) TAPERED ROLLER BEARING:-

This plant with the most modern equipment was set up in the year 1968. Precision

Tapered Roller Bearings are manufactured in Inch and Metric series from 15.875mm bore to

95.25mm bore with technology obtained from our earlier collaborator, Federal Mogul

Corporation, USA and now with NTN Corporation, Japan. These bearings are used by all

major Automobile manufacturers in the country as Original Equipment This Division is spread

over a covered area of 11,652 Sq. Meters.

4) RAILWAY BEARING:-

With the production of Roller Bearings and Axle Boxes since 1952, the company has

fully met the requirements of the Indian Railways (one of the largest systems of the world) by

designing and developing Axle Boxes and bearings for fitment to Locomotives manufactured

by Diesel Locomotive Works, Chittaranjan Locomotive Works, various wagon builders, the ICF

broad and meter gauge coaches. Over a million NBC bearings and boxes are in service with

the Indian Railways. The development of completely indigenized Axle Boxes and bearings for

the high speed Rajdhani Locomotive, the Yugoslavian and Egyptian Railway wagons are the

highlights of the design capabilities at NEI. On date more than 100 types of Axle Boxes and

Bearings have been manufactured.

5) SPHERECAL ROLLER BEARINGS:-

The manufacturing of spherical roller bearings was started in the year 1975-76 for the fitment

to broad-gauge and meter-gauge passenger coaches with design technology machines and

equipments procured from the collaborators.

6) CARTRIDGE TAPERED ROLLER BEARING:-

For fitment to the new BOX-IN Up rated Wagons designed by the RDSO, NEI is the only

manufacturer in the country to indigenize these bearings to a high percentage under

collaboration with the largest manufacturer of these bearings in the world. Production of these

bearings commenced in the year 1984. These bearings are grease packed and require no field

lubrication for a Period of 7 years. This Division is spread over a covered area of 4,855 Sq.

Meters

7) LARGE DIAMETER BEARING:-

NEI is one of the tenth manufactures of manufacturing the bearings up to 2000mm

diameter. The largest bearing produced by NEI for fitment to the plate mill of Rourkela was

released by Mr G.P Birla in1985.This four row tapered bearing has 1300 mm diameter and

4.39 tonne weight. The large diameter bearings are produced out of case carbonized steels

and heat treated on special equipments and furnaces developed by NEI. The company makes

over 100 different types of special large diameter, which are successfully used in steel mills,

heavy engineering plants, bulldozers, thermal power plants and in many other industries,

saving foreign exchange for the country. Covered areas of 2,508 Sq. Meters.

PLANT AT GUNSI (NEWAI):-

Established in the year 1980-81 as an expansion project of NEI Ltd. The factory is equipped

with fully automated grinding lines with electronic in- process and post-process gauging and

centrally air-conditioned assembly lines with auto gauging and test equipments for quality and

reliability of the products.

The plant is spread over a covered area of 7,200 Sq. Meters.

RESERCH AND DEVELOPMENT AT JAIPUR

a. DESIGN AND DEVELOPMENT:-

Complete in house facilities for design development of all types of ball bearings and

tooling are available. The design is done on CAD. The large diameter bearing and tooling have

been entirely designed and developed at NEI’s R&D at its computer centre.

Complete Engg. and research facilities are available to solve intricate problems with

experts advice, development. Manufacturing and maintenance of brg. With shinning of

technical collaboration agreement with NTN Collaboration agreement with NTN Corporation,

Japan and Brenco Inc of USA.

b. MACHINE BUILDING

The NEI has the capacity of the machine building to design, develop and manufacture special

purpose CNC grinding lines, HT lines, and material

Handling equipments etc. which have been made for its capacity use to keep pace with the

latest technology.

A well -equipped electronic design, development laboratory with all testing facilities supports

the machine building division.

This Division is spread over a covered area of 2,007 Sq. Meters.

DEPARTMENTS IN NEI LTD., JAIPUR

There is three main production workshop (Ball Bearing, Taper Bearing/ Large Dia. Bearing and

Axle Box) equipment with precise and sophisticated production machines, where production

being created out. Besides these three main production buildings, there is a separate building

for foundry shop to produce casting and machine building (R & D) to produce m/c for NEI Ltd.,

Jaipur and Gunsi and a building for precision balls. Layout of the department is well planned.

All departments are work independently but with remarkable Co-operation. Brief account of

various shop and section is account as:

DIFFERENT DEPARTMENT AT NEI Ltd.

(A) BALL BEARING DIVISION

(1) Turret Section

(2) Grinding

(3) Cage Section

(4) Heat Treatment Section

(5) Inspection and Assembly

(B) TAPER BEARING DIVISION

(1) Taper Roller Section

(2) Cage Section

(3) Heat treatment

(4) Inspection and assembly

(5) Turret Section

(6) Grinding Section

(C) AXLE BOX DIVISION

(1) Box Machine Section

(2) Race Turning Section

(3) Race Grinding Section

(4) Heat Treatment Section

(5) Inspection and Assembly

(D) TOTAL PRODUCTIVE MAINTENANCE (TPM)

(E) BALL SECTION

(F) LARGE DIAMETER BEARING

(G) RESEARCH AND DEVELOPMENT & M/C BUILDING

(H) ADMINISTRATIVE DEPARTMENT

MAIN COMPETITOR OF NEI

OUR VALUED CUSTOMERS

ABC Ranchi

H.M.T. Bearing

FAG, Mumbai

S.K.F., Pune & Bangalore

TISCO etc.

KOYO India, Hyderabad

S.B.L. Ranchi

TIMKEN

GRAPH

SHOWS

THE

PERCENTAGE OF COMPITITOR OF

NEI Ltd

Tractors: - • Eicher

• Escorts

• HMT

• International Tractor

• Mahindra & Mahindra

• Punjab Tractors

• TAFE

• VST Tillers

Electric Motors & Pumps: -

• Crompton Greaves

• G.E. Motors

• Kirloskar Electric

• NGEF

• MICO

• LUCAS-TVS

Alternators

Tractors: - • Eicher

• Escorts

• HMT

• International Tractor

• Mahindra & Mahindra

• Punjab Tractors

• TAFE

• VST Tillers

Electric Motors & Pumps: -

• Crompton Greaves

• G.E. Motors

• Kirloskar Electric

• NGEF

• MICO

• LUCAS-TVS

Alternators

Fans: - •Bajaj Electricals

•Crompton Greaves

•Khaitan

•Orient

• Polar

Defense: - • Vehicle Factory

Large Dia Bearing Customers: -

•Cement Plants

• Earth Moving Equipment

• Steel Plants

• Thermal Power Plants

Fans: - •Bajaj Electricals

•Crompton Greaves

•Khaitan

•Orient

• Polar

Defense: - • Vehicle Factory

Large Dia Bearing Customers: -

•Cement Plants

• Earth Moving Equipment

• Steel Plants

• Thermal Power Plants

MARKET OF PRODUCTS

a) BALL/ ROLLER/TAPER ROLLER BRG.

Telco, Eischer

Hindustan motors

Tafe, Mahindra & Mahindra

Dynamo pumps

Crompton greaves

HMT tractors, orient fans, Usha fans

Maruti, Escort, Hero Honda

Bajaj scooters, Kinetic Engineering

b) AXLE BOXES

Indian railways

Arabian countries

Cimco wagon in dust

NEI QUALITY OBJECTIVES

Fulfill the commitments to customers.

Quality as per customer requirements.

Delivery as per commitment.

Develop new products.

Develop, motivate and involve employee for continuous improvement through

Task Force

Quality Circles

5'S' Program

Suggestion Scheme

Cost reduction projects

Improvement Projects

Training

Balance Score Card

Total Productive Maintenance

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

HUMAN RESOUSE MANAGEMENT

INTRODUCTION

Human resource management (HRM) is a management function that helps manager’s recruit,

select, train and develops members for an organization.

DEFINATION OF HRM:

HRM involves the application of management functions and principles. The functions and

principles are applied to acquisitioning, developing, maintaining, and remunerating employees

in organizations

Staimez: defines ‘Training is a short term process utilizing a systematic and organized

procedure by which non-managerial personnel to learn technical knowledge and skill”

Mamoria: defines “Development covers not only the activities which improve job performance,

but also those which b ring about growth of personality, helps individual in the process towards

maturity and actualization of this potential capacities so that they become not only good

employees but also both good men and women.

S. P. Robbins: defines “Training is a learning process which seeks a relatively permanent

change in behaviour that occurs as a result of experience.

Dale Yoder: defines “It is that deals with the effective control and use of manpower as a

distinguished from other source of man power”

“All we have accomplished so far is only a beginning. We must keep going never giving into

the temptation to rest on our laurels, always bearing in mind our responsibility and seeing a

greater goal before us.”

SHRI B.M.BIRLA

In today’s environment of globalization, a company can remain competitive by efficient use of

its human resource for which it needs a well functioning HR department.

NEI has a very strong HRD department, which is engaged in performing the functions of

recruitment and selection of all personnel’s with the active participation of well-experienced

and qualified HRD professionals and technical executives.

The main objective of HRD department is:-

1. Effective utilization on Human Resources.

2. Describe working relationship.

3. Maximum individual development.

4. Preparation of effective welfare programmes for all levels.

5. Monitoring the efficiency and effectiveness of the personnel.

The HR system performs the functions under four groups. They are as under:

HUMAN RESOURCE PLANNING

Manpower planning, career planning and succession planning, recruitment.

HUMAN RESOURCE DEVELOPMENT

Induction, training, performance and potential appraisal, job rotation, promotion.

HUMAN RESOURCE MAINTENANCE

Wages and salaries, rewards, lab our welfare and industrial relation.

ORGANIZATIONAL DEVELOPMENT

5s scheme, communication, monitoring, suggestion scheme and socialization.

A detailed analysis of the HR system is given below-

MANPOWER PLANNING

The policy of NEI on manpower emphasis link between manpower planning and strategic.

Planning so that appropriate expertise is inducted into the organization at the right time.

SCOPE OF HRM:

The scope of HRM is indeed. The activity includes are –HR planning, job analysis and design,

recruitment and selection, orientation and placement, training and development, performance

appraisal and job evaluation, employee and executive remuneration, motivation and

communication, welfare, safety and health, industrial relation (IR) and the like.

We can categorize all these function into seven sections –

(i) Introduction to HRM

(ii) Employee hiring

(iii) Employee and executive remuneration

(iv) Employee motivation

(v) Employee maintenance

(vi) Industrial relations

(vii) Prospects of HRM.

DIGRAM OF SCOPE OF HUMAN RESOURCE MANAGEMENT

OBJECTIVES OF HRM:

The primary objective of HRM is to ensure the availability of a competent and willing workforce

to an organization. HRM objectives are four fold –

1. Societal:

To be ethically and socially responsible to the needs and challenges of the society while

minimizing the negative impact of such demands upon the organization.

2. Organizational:

To recognize the role of HRM in bringing about organization effectiveness. HRM is not an

end in itself.

3. Functional:

To maintain the department’s contribution at a level appropriate to the organization’s

needs.

4. Personal:

To assist employees in achieving their personal goals.

Introduction to

HRM

Employee hiring

Employee

and

executive

remuneration

Employee motivatio

n

Employee maintena

nce

Industrial relations

Prospects of

HRM.

HUMAN RESOURCE DEPARTMENT:

Status of the HR department in the total organizational structure depends on whether a unit is

small or large .HRD is a system having several inter dependent parts or subsystem such as

procurement, appraisal, development etc change any one subsystem leads to change parts for

example; if there is a Change in promotion policy where seniority is replaced with merit, the

chain relation on affected individuals, union and shall have to be assessed keeping the

difficulties in framing acceptable guidance regarding merit in mind.

HRD is an inter disciplinary concept .HRD use amalgamation at various ideas, concepts,

principles and practices drawn form a number of soft sciences such as sociology, psychology,

anthropology, economics etc.

HRD FUNCTIONS:

Development oriented

Consists of inter dependent parts.

Responsibility of all managers in the organization.

Better use of human resource leads to improved satisfaction and moral.

Proactive function trying to anticipate and read with appropriates responses.

It tries to develop the organization as a whole and its culture.

HRD GOALS

The goal of HRD system is to develop the capabilities of each employee as an individual.

The capabilities of each individual in relation to his or her personal role.

The capabilities of each employee in relation to his or her expected future role.

The dyadic relationship between each employee and his or her employer.

The team sprit and functioning in every organization unit.

Collaboration among different parts of the organization.

The organization over all health and self- renewing capabilities, which in term increase the

enabling capabilities of individuals, teams and the entire organization.

NEED OF HRD:

HRD is needed by any organization that wants to grow continuously in he fast changing

environment organization can scale new heights only through the effective use of human

resource. Appropriate personnel policies help maintain employee motivation and moral a high

level but this along may not help the organization archive success and venture in to new ideal

to this and employee’s capabilities must be continuously trained, develop and expended the

employee must be encouraged to take risks an experiment an atmosphere of mutual trust and

goodwill and cooperation. “People need competencies to perform tasks higher and quality. Its

performance required higher level of skills, without continuous development of competencies in

people; originations are known likely to achieve its goals. Competent and motivated employees

are essential for organizational survival, growth and excellence.

BENEFITS OF HRD:

HRD improves the capabilities of people. They become innovative and enterprising ever eager

to take risk and get ahead. It improve the all round of an employees feedback and one from

superior help employees grow continuously and snow superior performance.

HRD improve teamwork. Employees become more open and trust each other. The

organization climate, too improve a lot.

Performance related rewards help employees realize the importance of utilizing their sills fully

in the service goals. The organization capabilities, too improve quite significantly.

An HRD lead to greater organizational effectiveness appropriate employee center polices help.

The organization achieve employees centered polices help the organization achieve its goals

more effectively.

HR AT NEI

HRD department at NEI holds great importance as this department is responsible for meeting

the entire organizational requirement in terms of

1) Staff

2) Labour

3) Workers/Labours

4) Higher management etc.

Hrd is not only concerned with only recruitment but they are also responsible for other activities

like

a) Training

b) Industrial relation

c) Labour welfare activities.

d) Industry related education/training

e) Promotional activities.

f) Skill development etc.

Benefits To The Business:

Leads to improve profitability and more positive attitude towards profit orientation.

Improves the job knowledge and skill at all level of organization.

Improves the morale of the workforce.

Helps people in identifying organizational goal.

Helps in creating a better corporate image.

Aids in organizational development.

Helps in preparing guideline for work.

Aids in understanding and carrying out organizational policies.

Benefits To The Employees:

Helps the individual in making better decisions and effective problem solving.

Motivational variables of recognition, achievement, growth, responsibility and advancement

are internalized and operationalized.

Aids in encouraging and achieving self development and self confidence

Helps a person in handling stress, tension, frustration and conflict.

Increase job satisfaction and recognition.

Provides the trainee an avenue for growth.

RESEARCH METHODOLOGY

Research can be defined as “a scientific and systematic search for pertinent information in any

branch of knowledge’. It is the pursuit of truth with the help of study, observation, comparison

and experiment. Research is, thus, an original contribution to the existing stock of knowledge

making for its advancement.

TITLE OF THE STUDY

Title of the study is “EMPOLYEE SATISFACTION SURVEY”

DURATION OF THE PROJECT

The duration of the project is 15 Days in N. E.I .Limited Jaipur.

OBJECTIVES OF STUDY

The purpose of the conducting the survey at NEI, Jaipur was to gather information about the

present status of the various areas namely,

Employee Satisfaction

Working Environment

Communication

Welfare and Reorganization/ Mentoring & Counselling

Training & Development

Motivation

Career Development /Performance Appraisal

Work Safety

Future planning

Customer Satisfaction

Quality Measure

Technology

The objective of the survey was to keep in consideration with the requirements of ISO-9001 &

TS -16949, which the organization has already achieved.

This Survey would help in knowing the strengths and weaknesses of the organization and

thereafter –proposed measures would be taken to develop a stress free, co-operative and

healthy work culture and healthy work environment at NEI, Jaipur.

OBJECTIVES OF RESEARCH

Research inculcates scientific and inductive thinking and it promotes the development of

logical habits of thinking and organization. The purpose of research is to discover answer to

question through the application of scientific procedures. The main aim of research is to find

out the hidden truth, which has not been discovered yet. Though each research study has its

own specific purpose, we may think of research objectives as falling not a number of following

broad groupings:

· To gain familiarity with a phenomenon or to achieve new insights into it (Exploratory or

formularize research studies)

· To portray accurately the characteristics of a particular individual, situation or a group

(Descriptive research studies) · To determine the frequency with which something occurs or

with which it is associated with something else. (Diagnostic Research Studies)

To test a hypotheses of a casual relationship between variables (hypothesis testing research

studies)

This research is an amalgamation of both formularize as well as descriptive research, as it

reflects on the present satisfaction level of the employees at N.E.I. LIMITED regarding the

various training and development programmes being conducted here. In the process, it also

aims to collect more detailed information on the subject of training and development itself.

TYPES OF RESEARCH

ROLE OF SURVEY ACTIVITY IN THE ORGANIZATION:-

The study of Employee satisfaction survey allow an organization to understand employee

perceptions. Perception is reality. Because employees at every organization act on the basis of

their perceptions, management must be keenly aware of employees' views. Surveys deliver a

successful means of measuring, and acting upon, employees' current beliefs on many job-

related subjects.

Results

The information garnered from surveys can give you the management knowledge that directly

impacts the bottom line and fosters positive employee relations in any or all of the following

ways:

Identifying cost-saving opportunities

Improving productivity

Reducing turnover

Curbing absenteeism

Strengthening supervision

Evaluating customer-service issues

Assessing training needs

Streamlining communication

Benchmarking the organization's progress in relation to the industry

Gauging employees' understanding of, and agreement with, the company mission

Conducting surveys is an excellent method of collecting feedback to ensure HR staff is

successfully coordinating with the agency’s key leaders. Such surveys can be distributed: -

In a paper based form

By e-mail

Via specified web location

In todays highly competitive and globalisation era it has become essential for any organization

to study the Organization Work Culture to enhance the satisfaction level of the employees to

develop a stress free, cooperative and healthy work culture.

The present survey is an attempt towards exploring ways to identify measures that can better

realign the job satisfaction measures towards a harmonized and stress free work environment.

Scholars have conceptualised job satisfaction as an independent, a mediating, and a

dependent variable, which is seen as a panacea for the ills of working people as well as the

foundation on which Organizations can achieve bottom line financial effectiveness.

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

In organization development, carefully constructed survey instruments are often used as the

basis for data gathering, organizational diagnosis, & subsequent action planning.

A Simple Random Survey method was used for this.

The Questionnaire was designed in a structured way so that they can be easily standardized

so as to yield statistical data, which can be quantified.

Closed ended question of the Linker scale type was used to know respondents' feelings or

attitudes about something.

The respondents were supposed to indicate how closely their feelings match the question or

statement on a rating scale. The number at one end of the scale represents least agreement,

or "Strongly Disagree," and the number at the other end of the scale represents most

agreement, or "Strongly Agree."

STEPS INVOLVED:

1. PREPERATION OF FEEDBACK FORM: The forms were designed in consultation

with various department heads & the HR Manager. Two separate forms were designed

for staff (in English) & workmen (in Hindi).

2. DETERMINING SAMPLE POPULATION OF EMPLOYEES FOR SURVEY: A sample

size of 40% & above was taken. Total 513 employees, 107 staff (In grades S1 &

above) & 406 workmen constituted the sample.

3. DISTRIBUTION OF FEEDBACK FORM: during distribution of the forms the

respondents were fully briefed by the trainees about the purpose off the survey so that

actual facts, opinions & views could be revealed in all the areas of work culture. To

ensure unbiased ness the employees name & employee ID was not mentioned.

4. FEEDBACK FORM COLLECTION: Maximum forms were filled in the presence of the

trainees to ensure fairness. Remaining filled forms were collected later as per the

employee’s convenience. The fieldwork was completed within 4 to 5 days with the help

of trainees. Finally the feedback forms were segregated department wise.

5. SURVEY ANALYSIS: The different responses from all the forms were interpreted to get

an idea about the organizations existing work conditions & identify areas of

improvement. For this a percentage agreed matrix was created using the weighted

average method.

6. SUGGESTIONS& RECOMMENDATIONS: Based on the feedback of the employees

suggestions were given regarding all aspects of work culture.

SCOPE OF STUDY

The Scope of the survey at NEI was, that the conditions as well as rules and regulation under

which the employees done their work, whether they are satisfied or not related with work

culture which was related with

Work Environment

Worker Safety

Interaction between staff and worker

New Technology

Welfare

Health Security

Motivation

Shifting System

Quality Measure


If employee are not satisfied with all the safety features which mention above then the head of

the departments conduct the meeting and take measures related to the problem and take

effective decision . With this the NEI profitability, quality will increase and made an operative

and healthy NEI should exist in Jaipur.

MAJOR PARAMETERS FOR SURVEY ACTIVITY

MOTIVATION:

According to the motivation theory opportunities can aid opined individual effort. An employee

will exert a high level of effort if he or she perceives that there is a strong relationship between

effort and performance, performance and rewards, and rewards & satisfaction of personal

goals. Each of these relationships, in turn, is influenced by

certain factors. For effort to lead good performance, the individual must have the requisite

ability to perform, and the performance appraisal system that measures the individual’s

performance must be perceived as being fair and objective. The performance-reward

relationship will be strong if the individual perceives that it is performance rather than seniority,

personal favourites, or other criteria that is rewarded. Motivated individuals stay with a task

long enough to achieve their goal. What workers want?

Interesting work

Full appreciation of work done

Feeling of being in on things

Job security

Good wages

Promotion & growth in organization

Good working conditions

Personal loyalty to employees

Tactful discipline

Sympathetic help with personal problems

TECHNOLOGY:

The term technology refers to how an organization transfers its inputs into outputs. Every

Organization has at least one technology for converting financial, human and physical

resources into products or services.

Technology is changing people’s jobs and their work behaviour. Quality management and its

emphasis on continuous process improvement can increase employee stress as individuals

find that performance expectations are constantly being increased. Process reengineering is

eliminating millions of jobs and completely reshaping the jobs of those who remain. And mass

communication requires employees to learn new skills.

The e-organization, with its heavy reliance on the internet, increases potential workplace

distractions.

COMMUNICATION:

Good communication is essential to any Group or Organization’s effectiveness.

Communication must include both the transference and the understanding of meaning.

ENCODINGSOURCE CHANNEL

The source initiates a message by encoding a thought. The message is the actual physical

product from the source encoding. The channel is the medium through which the message

travels. It is selected by the source, which must determine whether to use a formal or informal

channel. The receiver is the object to which the message is directed. But before the message

can be received, the symbols in it must be translated into a form that can be understood by the

receiver. This step is the decoding of the message. The final link in the communication process

is a feedback loop. Feedback is the check on how successful we have been in transferring our

messages as originally intended. It determines whether understanding has been achieved.

CAREER DEVELOPMENT:

Few human resource issues have changed as much in the past decade or two as the role of

the Organization in its employee’s careers. It has gone from paternalism in which the

organization took complete responsibility for managing its employee’s careers to supporting

individuals as they take personal responsibility for their future.

For much of the twentieth century, Companies recruited young workers with the intent that they

would spend their entire career inside that single organization. For those with the right

credentials and motivation, they created promotion paths dotted with ever increasing

responsibility. Employers would provide the training and opportunities, and employees would

respond by demonstrating loyalty and hard work. It has become the employee’s responsibility

to keep his skills, abilities and knowledge.

TRAINING AND DEVELOPMENT:

The game of economic competition has new rules. Firms should be fast and responsive. This

requires responding to customers’ needs for quality, variety, customization, convenience and

timeliness. Meeting these new standards require a workforce that is technically trained in all

RECIVER DECODING

respects. It requires people who are capable of analyzing and solving job related problems,

working cooperatively in teams and ‘changing hats ‘ and shifting from job to job as well.

Training has increased in importance in today’s environment where jobs are complex and

change rapidly.

Training is the process of increasing the knowledge and skills for doing a particular job. It is an

organized procedure by which people learn Knowledge and skill for a definite purpose. The

purpose of training is basically to bridge the gap between job requirements and present

competence of an employee. Training is aimed at improving the behavior and performance of

a person. It is never ending or continuous process.

Today, employee training and development is not only an activity that is desirable but also an

activity that organization must commit resources to if it to maintain a viable and knowledgeable

work force.

LIMITATIONS OF THE STUDY

1) The time provided was very short as compared to the time required for the study.

2) It was difficult to locate the employees at the shop floor or the plant area .

3) Some employees were unable to understand the importance of filling the forms.

4) Many employees were at leaves so it was very difficult to collect the skill mapping sheets

from them.

5) Some employees doing office work were so busy that they did not show any interest in

filling the forms.

FACTS AND FINDINGS

SAMPLE SIZE:-

A random sample of 40% employees was taken from the 625 employees of the BALL

BEARING division. This included 125 workers and 11 staff members.

The feedback form given o workers was in Hindi and those given to the staff members were in

English language.

SURVEY ANALYSIS: STAFF

ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- WORKMEN-NEI (%AGREED)

73.274.5

64.1

65.5

53.968.568.2

82.2

78.3

81.268.8

Working Environment

Communication

Motivation

Training &DevelopmentCarrer Development

Performance Appraisal

Mentoring &CounsellingQuality Measures


Technology

Safety Measures andmiscellaneous

ANALYSIS AND INTERPRETATION

1) BALL BEARING

ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)

0 79.9

78.4

58.4

63.6

43.848.856.7

83.8

88.5

81.1

67.2Working Environment

Communication

Motivation


Performance Appraisal Mentoring &CounsellingQuality Measures


Technology


INTERPRETATION:

Above pie chart shows the graph of ball bearing department (staff).

In this graph, the maximum weight age is for technology

88.5% and the minimum percentage 43.8%. This means that the staff of the ball bearing

department is agree that the staff of the ball bearing department uses latest technology for

bearing production. But the performance appraisal does not interest them much. They don’t

think that the performance appraisals are useful to them.

2) TAPER DEPARTMENT

INTERPRETATION:

Above graph shows the overall satisfaction level of the staff employees of the taper

department. The maximum percentage comes out to be for customer satisfaction which 97.5%

which is excellent in the and a good indication for the company. But the negative side is that

the minimum percentage is for the motivation. It is only 46% the employees are least

motivated.

3) RBGRAPH

ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF NEI(%AGREED)

0 48.074.3

61.4

60.9

51.850.666.7

75.3

79.8

79.0

55.5 Working Environment

Communication

Motivation





Technology


INTERPRETATION:

Above graph is for the Railway Bearing Department. Here the maximum percentage is 79.8%

which is for quality measures again just like the taper department. They support the excellence

in the quality of the company products. The minimum percentage is 48% which is for

communication. It means that there is no proper communication between the fellow employees

themselves as well as with their senior officials.

4) MACHINE BUILDING


0 78.6

70.0

60.0

62.543.825.062.5

100.0

36.4

66.756.3 Working Environment

Communication

Motivation





Technology


INTERPRETATION:

Above graph is for the machine building department. Again, customer satisfaction has

achieved the maximum percentage. Here it is 100%. That is the staff employee of the machine

building department thinks that the customer of the company are fully satisfied with the product

and the services of the company. The maximum percentage of the mentoring and counselling

which shows that the employees don’t think that they any opportunity to discus and solve their

problems. That is they are not getting proper counselling at all. Because the percentage is only

25%.

5) RB/LDB SALES DEPARTMENT


0 49.065.7

56.4

49.1

50.057.160.0

69.4

76.2

69.0


Communication

Motivation





Technology


INTERPRETATION:

Above graph is for RB/LDB Sales department. Here the maximum percentage is again for

customer satisfaction which is 76.2%just like the other departments. The minimum percentage

is for communication (49%). Here also the employees find it difficult to communicate with their

senior or fellows.

6) FINANCE DEPARTMENT

ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- WORKMEN-NEI (%AGREED)

0 69.8

86.8

60.9

65.3

56.279.674.0

84.3

82.9

82.1


Communication

Motivation





Technology


INTERPRETATION:

This graph is for finance department. It is also a very important department at NEI as it controls

all the financial flows of the company. The majority of this department also again goes for the

customer satisfaction of the company which is 84.3%. The minimum percentage is for the

training and development which is 60%. That is the employees of this department don’t think

that the training imparted to them proves fruitful.

ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL-STAFF-NEI (%AGREED)

85.7

88.3

81.0

69.8

73.468.860.4

89.1

93.8

70.877.4 Working Environment

Communication

Motivation





Technology


7) BB SALES

INTERPRETATION:

Above graph is for BB sales department. This department is also called just the sales

department as it deals with the sales of the ball bearing which is the major production of NEI.

Here the maximum percentage is for customer satisfaction that is, 93.8% and maximum

percentage is for training and development which is 69.8%.


0 73.0

67.6

55.3

51.7

47.982.959.0

74.4

66.7

73.1


Communication

Motivation




Technology


8) REASEARCH AND DEVELOPNMENT DEPARTMENT

INTERPRETATION:

Above graph shows the percentage of the various parameters in the R&D department. The

views of this department are very important. The maximum percentage is for customer

satisfaction which coincides with the other department and the minimum percentage is for

career development that is 51.7%this shows that the employees in R&D department don’t think

that there are proper career development opportunities for them.

9) TQM DEPATMENT


0 35.795.0

69.0

87.5

42.958.391.7

85.7

66.7

58.3


Communication

Motivation




Technology


INTERPRETATION:

Above graph is for TQM or Total Quality Management Department. This department specially

looks for after and checks the quality of the bearing produced. The maximum percentage here

comes for the quality measure (91.7%) which is very obvious. The minimum percentage is for

communication (35.7%) which again shows that there is no proper communication between the

employees.

10) QA DEPARTMENT:


0 69.2

69.1

60.2

59.8

55.876.7

58.4

70.5

56.0

78.9


Communication

Motivation




Technology


INTERPRETATION:

Above graph shows for quality assurance department. The maximum percentage here comes

out to be for mentoring and counselling that is 76.7% shows that much work in QA department

is carried out through mentoring and counselling. The minimum percentage is for technology

which goes with the point explained above. There is no proper technology to check the and

assure the quality of the bearing but these bearing are checked manually.

11) PERSSONEL DEPARTMENT


0 94.817.6

75.9

83.7

69.077.376.7

94.8

66.7

93.9


Communication

Motivation





Technology


INTERPRETATION:

Above graph shows for personnel or human resource department. This department is the heart

of the organization. Its manages, maximum of the functions of the organization as it maintains

and manages the human resource of the company. The employees of this department think

that the customers are very well satisfied with the product of the company as this percentage

comes out to be 94.8%. But there one more percentage in this category. This is for

communication which is again 94.8%. This is a very good indication. This explains that the

employees of this department communicate very well between themselves as well as with their

seniors. The employees are well informed about their duties and responsibilities.

12) GA DEPARMENT


0 64.342.1

66.7

56.3

75.0

100.083.3

42.9

50.0

75.0


Communication

Motivation





Technology


INTERPRETATION:

Above graph is for GENRAL ADMINISTRATION DEPARTMET. This is display maximum

percentage for mentoring ands counseling which is 100%. Through the staff in this department

is very less but still this department makes a difference. The minimum percentage is for

customer satisfaction is contradictory with the rest of the departments that is 42.9%. This is the

only department in which the employees think that customers of the company are not satisfied

with the product of the company.

SWOT ANALYSIS

SWOT analysis is a very important part for every organization that wants to sustain its values,

goodwill and leadership approach in the mind of customer.

It is overall evaluation of a company’s strengths, weaknesses, opportunities and threats. The

internal enviourment analysis is called analysis of strength and weaknesses and external

enviourment analysis is called analysis of opportunities and threats.

In this reference we also went into deep study of SWOT analysis of N.E.I. LIMITED and found

that it has lot of opportunities and success probability which are as follows:-

1. STRENGTHS:

Strength is an inherent capability, which an organization can use to gain strategic

advantage.

Strength of N.E.I. LIMITED as follows:-

The machinery is the best quality and company adopts newly technology for

manufacturing the product.

The company have world wide network for sale the product in the

international market.

The interests of the employees in the new technology are much batter in the

all department.

The brand value is varying high in the market behalf another competitor

product.

Technical manufacturing skill is better.

Good marketing strategies to capture market

Strong managerial capacity.

2. WEAKNESSES:

Weaknesses are as inherent limitation or constraint, which creates a strategic

disadvantage for an organization.

Weaknesses of N.E.I.LIMITED as follows:-

The workers are do not have much knowledge about the latest machinery.

High price of products comparatively author competitive products.

Dependence on import for manufacturing equipments &Technology for the

manufacturing a new advance product.

The company can improve better technical efficiency in our worker by the help of

organizing training and recruitments.

The companies do not provide safety equipments like Helmet, Mask etc. for our

workers with out these equipments working in industrial area are bad for health.

3. OPPORTUNITIES:

An opportunity is an unfavourable condition in the organization’s environment,

which enables it to consolidate and strengthen its position.

Opportunities of Bearing Industry in the State as follows:-

Increasing circulation will give more strength its financial position.

Increasing demand for consumer durables as well industrial durables.

Rapid change In industrialization

Increase the market of automobiles, industrial machinery and agriculture

equipments and author consumer product.

Batter demand in international market.

4. THREATS:

A threat is an unfavourable condition in the organization’s environment, which

creates a risk for or cases damages to the organization.

Threat of Steel Industry in the state as follows:-

Increased Competition from domestic as well as international market.

Competitors take initiative launch better products.

Some technologically advance countries are made batter product in the country

and these product will decries of the product in these country.

Rising row material price in the international market like steel, oil etc.

National Economy slow down.

Higher duties and taxes.

Some times political pressure to end the matter.

CONCLUSION

That the staff member is satisfied at fairly good level with the work culture of the company.

The conclusion indicates clearly that among all the parameters, maximum percentage goes for

the working environment of the company. That is, 82% of the workers agree that working

environment in the company is good and satisfactory. Work place is clean and completely

ventilated.

Among all the staff members, 74.5% agree that the communication between the employees is

good. Information provided to them related to the work is related to their work and easy to

understand. The suggestions giving by the employee are considered by the senior official.

There are no restrictions for junior officials communicate with their seniors.

As far as motivation is concerned, 64.1% of the staff employee are fairly motivated which is a

good figure. They are satisfied with their salary and incentives, support of their senior officials.

They are rewarded properly from time to time for their good work so that they may feel

encouraged. Overall, they feel motivated.

65.5% of the staff members agree that the training and development schemes imparted are

beneficial to them. They agree that the organization gives them proper job related to the

training. Training increases the productivity and leads to an overall grooming of the personality

of the person who is trained.

Only 53.9% of the staff employee is agreeing that there is good career development

opportunity in the organization. This parameter needs to improve further. Employees don’t

feels that they will be promoted on the basis of job knowledge and basic skills.

Then comes to the performance appraisal in the company. The percentage of the staff

employees who agree that the performance appraisal help in creating a positive and healthy

climate in the organization in 68.5%. They believe that the criterion of the performance

appraisal is appropriate and helps in proper understanding of the role of that particular

employee in the organization.

68.2% of the company staff employees agree that mentoring and counselling corrects their

misconceptions and give an opportunity to discus their work problem and how they can be

solved. It also improves the working relationship with the supervisor.

The parameter of quality measure holds the maximum percentage in the above in the above

graph which is 82.2%. It means that organization make good efforts to maintain the quality of

its product. The cost as well as quality of the product is competitive. Defective pieces are

sorted and separated immediately. The company is ISO 9001/ISD 14001/TS 16949/AAR-M-

1003 CERTIFIED.

The organization believes that “customer is GOD”.78.2% of staff employee agree that the

customers of the company satisfied with the products. Organization resolves the problems and

complaints of the customer. The customer is willing to purchase the product again.

SUGESSTIONS

1. Satisfaction survey programmed must be designed & conducted scientifically & with a

good spirit & intention. In practice many training programmed are started without

analyzing its needs.

2. Organization should provide satisfaction survey programmed to cover the gap

between the desired & the present level in order to develop the competencies of

people, consequently the competencies of the organizations.

3. Employees should be motivated & encourage having a positive view about their work

in organization.

4. Employee satisfaction survey should be done at regular interval that is on a financial

year basis so that a perfect analyzing of skill, work safety, motivation, customer

satisfaction, future planning, training and development, technology etc could be done

for increment in the entire factor.

5. Employees of all the age group must be covered in the survey to arrive at more

accurate results.

6. Along with the technical training, attitudinal, behavioral questioner should mention in

the form for workers and staff members.

7. Survey should be conducted in the actual job environment to be maximum possible

extent.

8. Survey question should be connected with the workmen’s work so that they can

understand its importance and can utilize it properly.

9. The techniques and processes of a training programmed should be related

directly to the needs and objectives of an organization.

10. Record of previous survey evaluation should be kept and utilized for further

improvement and development in the organization.

11. Survey analysis process done helps the organization a lot along with the workers

because it identifies the need of workers which is needed for working on the work

place.

12. Survey should be conducted for the effective participation of staff or workers.

13. The survey analysis by the officer should be not on biased.

.

RECOMMENDATION

The employees should be made aware about the criteria for survey and also about the

objectives of satisfaction survey.

More experienced and senior executive should be involved in employee satisfaction survey

sessions.

Experienced people can pass on good knowledge then any other person. The more the

experienced and senior executives are involved in the satisfaction survey sessions. As they

will choose the options on their experience.

Since the workers are happy with the carer development schemes, therefore some counselling

by the top management should be given to make them understand the rules of the scheme.

For their welfare schemes there should be a resting area where they can rest and some

recreational facilities should also be provided.

Management should take some steps to comfier their problem of insecurity towards their job.

The age group selection criteria should be made transparent so that the workers could

illuminate in case of any oversight. They should also be made aware about the objective of

survey preceding session.

Survey should be on practical basis. Information and knowledge regarding work place details

should be mention in the forms.

The survey sessions should be made more interesting. The worker should be involved in

discussion or their active participation should be taken in the consideration. This would

motivate them to learn more and understand more problems enthusiastically.

Survey also to be imparted to the employee based on giving promotion, not just only for the

employees who are found inefficient. This helps in motivating the employees and maintains the

effectiveness of training. This would further show the way for personnel development, career

advancement and interpersonal relations.

APPENDIX

FEEDBACK FORM (WORK CULTURE)

You are required to answer the questions related to following areas: -

A. Working Conditions F.Quality Measures

B.Communication G.Customer Satisfaction

C.Motivation H.Technology

D.Training & Development I. Safety Measures &

E. Career Development J. Job Itself

Instructions for filling the feedback form are as follows:

1. Please tick marks the appropriate box across each statement.

The options are as follows:

Strongly agree.

Agree

Neutral

Disagree

Strongly disagree

2. In case of any doubt, you can leave that question.

(A) WORKING ENVIRONMENT

Statements Strongly Agree Neutral Disagree Strongly

Agree Disagree

1).Work place is clean

2.) Proper ventilation is there

3.) Work place is free from noise

Pollution

4.) Temperature at work place is

comfortable.

5.) The necessary tools & resources

are easily available & accessible.

6) Proper facilities are available near

Workplace.

7) Proper instructions & process related

to work are displayed at workplace.

8) You are concerned about your regularity and punctuality (options are given below).

Always Sometimes Never

(B) COMMUNICATION

Statements S trongly Agree Neutral

Disagree Strongly

Agree

disagree

1) .You is aware about the goals & objectives

Of the organization.

2.) You are well aware about your job &

Responsibilities.

3.) You are well informed about the rules

& regulations from time to time.

4.) Information provided related to your work

Plan is easy to understand.

5.) In case of any failure at work, senior

Officials make you understand your work

again.

6.) Your suggestions are considered by the

Senior officials.

7.) There is good communication within your

group.

8.) There is good communication between

different departments in the organization.

9.) You can put your problems before your

senior official without any hesitation.

10.) You are made aware about the latest

activities going on in the organization e.g.

TPM.

11) From which of the following sources do you now receive most of your information about

what is going on in the company? (Tick mark top three information sources).

Colleagues Supervisor Bulletin board Company intranet. Company

Publications

Group meetings at workplace any other………………….

12) For which area from the following you believe it is important to receive information about:

(Tick marks the top three areas).

. The company’s strategies for the future

Products & services of the company

The overall financial scenario of the company

Human Resource activities

Perks & incentives

Compensation & bonus

Marketing strategy

Technological developments

C) MOTIVATION

Statements Strongly Agree Neutral

Disagree Strongly

Agree

disagree

1 You are satisfied with your salary.

2. Incentives given to you from time to time

motivate you.

3. You are given fair chance to display your

potential.

4. Actions of your senior officers inspire you.

5. You are given proper respect in the

organization.

6. Working in this organization gives you

respect and recognition in the society.

7. You find your work interesting.

8. Improvement in the work routine increases

your performance efficiency.

9. You feel comfortable to work after the

working hours also.

10. You feel encouraged to come up with

new and better ways of doing things.

11. You are rewarded for your excellent work.

12.You feel your organization treats you as

an asset.

(D) TRAINING & DEVELOPMENT

Statements Strongly Agree Neutral Disagree

Strongly

Agree

Disagree

1. Organization gives proper job related

training.

2. Training adds to your capabilities and

knowledge.

3. Training increases your productivity.

4. There is a proper coordination between the

training classes and the job.

5. Training teaches you to behave in a

cooperative manner with other members of

the organization.

6. Adequate resources for training are

available.

7. Organization helps in improving your

standard of living.

(E) CAREER DEVELOPMENT

Statements S trongly Agree Neutral Disagree

Strongly

Agree disagree

1. You feel that there are good prospects for

your development in this organization.

2. Senior officials do proper planning for the

development of the employees.

3. Apart from your job, you are trained for

other areas of work also.

4. In this organization, after five years, you

see yourself at a higher post.

5. People are promoted on the basis of job

knowledge and basic skills

(F) QUALITY MEASURES


Disagree Strongly

agree disagree

1.) Organization uses raw material of good

quality.

2.) Organization uses resources optimally for

higher productivity.

3) Defective pieces are sorted and separated

immediately.

4) .You is aware about the consequences

related to the defects.

5) .You takes care about the quality of your

products.

6) .You is made aware about the quality

measures and standards.

7) .You is made aware about the organization

quality targets etc.

(G)CUSTOMER SATISFACTION


Disagree Strongly

Agree

disagree

1) .Organization is well aware about the

expectations of its customers.

2).Organization immediately entertains the

problems and complaints of its customers.

3) .Organization ensures that quality products

are available at right time & at right place to

Customers.

4) After the usage of the product customer is

satisfied & is willing to purchase the product

again.

5) Customer satisfaction information sharing

at all levels of organization is beneficial.

6) Organization believes in the motto:

“Customer is God”.

(H) TECHNOLOGY

Statements Strongly Agree Neutral Disagree Strongly

Agree

disagree

Agree

1. Organization uses latest technology.

2. Use of latest technology eases work.

3. Organization has proper communication

channel.

4. Organization has worker support system.

5. You are sufficiently trained before the

induction of new technology.

BIBLIOGRAPHY

The following books and websites were referred to during the making of the project report.

1. In house journals and magazines of NEI.

2. The MOVE (magazine of NEI)

3. Organizational Behaviour (Dr. L.M. Prasad)

4. Business Today

5. Business World

6. HR (Ashwathappa)

7. HRM (D Decanzo. S Robins)

8. Principles & Techniques of Personnel Management (Bhatia & Nirmal Singh)

9. www.neibearing.com

http://www.neibearing.com/

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Hemraj Singh Choudhary n.b.c Report.

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