WIP FINAL DEVID SIR

WINTER INTERNSHIP REPORT

Employee Engagement

At

Hager

By

Manisha Pattnaik

(165)

Under the guidance of

Amol pujari

(Head HR)

Winter Internship Report, Pune Institute of Business Management

ACKNOWLEDGMENT I am privileged that I got an opportunity to undergo winter internship at HAGER

ELECTRO PVT LTD at Pune. My project name is “EMPLOYEES ENGAGMENT” and it

has been very useful for me to understand the employee’s mind of company and

how to do make employees engaged apart from their work.

I express my deep sense thankfulness to Mr. AMOL PUJARI (HEAD HR) for his

assistance and support during project. I would also like to express my

appreciativeness to all the members of Hager Electro Pvt. Ltd. for their assistance

and constant motivation which will help me in my career ahead.

Above all, I would like give my special thanks to my internal mentor Ms. Payal

Trivedi and all my colleges, faculties who have guided me at my every phase of

project, which will give benefit me in future.

<Employee Engagement>, <Hager> 1


COMPANY CERTIFICATE



1

ContentsAcknowledgment......................................................................................................0Company Certificate..................................................................................................2Project Synopsis.......................................................................................................6manufacturing Sector................................................................................................7

1.1 Introduction to Manufacturing Sector:............................................................71.2 Market Size.................................................................................................71.3 Investments in Manufacturing Sector:.............................................................81.4 Government Initiatives.................................................................................91.5 Road Ahead...............................................................................................11

2 Power and electrical machinery.........................................................................123 Hager..............................................................................................................13

3.1 Mission and Vision of Hager.........................................................................143.2 Portfolio of Hager Brands...........................................................................15Portfolio of Hager Products....................................................................................16

4 Employee Engagement......................................................................................174.1 Introduction..............................................................................................174.2 Why Employee Engagement.........................................................................174.3 Three behaviors of an engaged employee......................................................174.4 Levels of Engagement.................................................................................17

4.4.1 Actively Engaged......................................................................................17

4.4.2 Not Engaged............................................................................................18

4.4.3 Actively Dis-engaged.................................................................................18

4.5 Factors of Engagement...............................................................................184.6 Importance of Engagement.........................................................................19

5 An Over-View of Employee Engagement..............................................................205.1 Question Arises?........................................................................................205.2 Answer to Their Questions...........................................................................215.3 How?........................................................................................................225.4 Result.......................................................................................................235.5 Impact......................................................................................................245.6 Again.......................................................................................................255.7 How to Do?................................................................................................26



6 Employee Engagement at Hager.........................................................................276.1 Various Activities in Hager for Employee Engagement.....................................27

6.1.1 A Glimps of Such Activities at Hager..............................................................27

6.1.2 ............................................................................................................27

7 PROJECT METHEDOLOGY...................................................................................337.1 Introduction..............................................................................................337.2 Motivation & Learning................................................................................337.3 Research Objectives PRO & SRO....................................................................33

7.3.1 PRIMARY RESEARCH OBJECTIVE (PRO): “To determine whether the employee engagement activities influences the psychology of employees at Hager”..........................33

8 SURVEY QUESTIONS OBJECTIVE..........................................................................34Q12. To determine whether you have received any growth opportunity in an organisation with the weightage of 45%....................................................................................................34

9 ACTION PLAN...................................................................................................3510 OBSERVATIONS............................................................................................3911 Out of 21 employees 8 of them say they almost always have the opportunities to learn more and grow 9 of them say they got chance to a considerable degree to learn and grow and 3 0f them say occasionally they got chance to learn and growLEARNING OUTCOMES..................................................50Objective of the study......................................................................................51 In the project...............................................................................................51 Understand the psychology of employees......................................................51 Understand how to give value to employees..................................................51 Understand the expectation of employees from organisation........................51 Understand how to make em[ployees comfortable in an organisation...........5112 CONCLUSION................................................................................................5213 REFERENCES................................................................................................53

13.1 APPENDIX-1..............................................................................................5413.2 APPENDIX-2..............................................................................................5513.3 APPENDIX.3..............................................................................................5613.4 APPENDIX.4..............................................................................................5713.5 APPENDIX.5..................................................................................................5813.6 APPENDIX-6..................................................................................................59GALLUP SURVEY.....................................................................................................59



PROJECT SYNOPSIS

Project Title Employee Engagement

Company Name Hager

Student Name Manisha Pattnaik

Student Roll No P15FC165

Project Guide Name Mr. Amol Pujari

Project Guide Designation Head HR

Duration of project From 21/12/15 To 29/01/16



MANUFACTURING SECTOR

Indian economy is classified in three sectors — Agriculture and allied, Industry and

Services. Agriculture sector includes Agriculture (Agriculture proper & Livestock),

Forestry & Logging, Fishing and related activities. Industry includes Manufacturing

(Registered & Unregistered), Electricity, Gas, Water supply, and Construction.

Services sector includes Trade, repair, hotels and restaurants, Transport, storage,

communication & services related to broadcasting, Financial, real estate & prof

services, Community, social & pers. Services.

Services sector is the largest sector of India. Gross Value Added (GVA) at current

prices for Services sector is estimated at 61.18 lakh crore INR in 2014-15. Services

sector accounts for 52.97% of total India's GVA of 115.50 lakh crore Indian rupees.

With GVA of Rs. 34.67 lakh crore, Industry sector contributes 30.02%. While,

Agriculture and allied sector shares 17.01% and GVA is around of 19.65 lakh crore

INR.

1.1 Introduction to Manufacturing Sector:

The ‘Make in India’ initiative promoted by the Prime Minister of India is ambitious

goal to place India on the global banner as a manufacturing center and to gain the

global recognition of an Indian economy. The Government of India has set a target of

increasing the contribution of manufacturing output of 25 per cent of Gross

Domestic Product (GDP) by 2025, from 16 per cent currently.

1.2 Market Size

According to the data retrieved from Indian Brand Equity Foundation (IBEF), the

manufacturing sector in India is projected to generate about US$ 1 trillion by 2025.

There is prospective for the sector to account for 25-30 per cent of the country’s

GDP and create up to 90 million domestic jobs by 2025. Business conditions in the

Indian manufacturing sector continue to remain positive.



1.3 Investments in Manufacturing Sector:

In a major boost to the 'Make in India' initiative, the Government of India has

received investment proposals of over US$ 3.05 billion till end of August 2015 from

various companies.

India has become one of the most attractive destinations for investments in the

manufacturing sector. Some of the major investments and developments in this

sector in the recent past are:

Canada’s Magna International Incorporated has started production at two

facilities in Gujarat’s Sanand, which will supply auto parts to Ford Motor Co in

India and will employ around 600 people at both units.

Swedish home furnishing brand Ikea has made a long-term plan of opening

25 stores in India by making an investment worth Rs 12,500 crore (US$ 1.9

billion).

Siemens has announced that it will invest € 1 billion (US$ 1.13 billion) in India

to add 4,000 jobs to its existing workforce of 16,000 in the country.

US-based First Solar Inc and China’s Trina Solar have plans to set up

manufacturing facilities in India. Clean energy investments in India increased

to US$ 7.9 billion in 2014, helping the country maintain its position as the

seventh largest clean energy investor in the world.

Samsung Electronics has invested Rs 517 crore (US$ 77.82 million) towards

the expansion of its manufacturing plant in Noida, Uttar Pradesh (UP).

“Samsung India Electronics is committed to strengthen its manufacturing

infrastructure and will gradually expand capacity at this plant to meet the

growing domestic demand for mobile handsets, as per the company.

Shantha Biotechnics Private Limited has started building a facility to

manufacture In suman, an insulin product to treat diabetes. Sanofi SA, which

acquired Shantha Bio technics, will invest Rs 460 crore (US$ 69.24 million) to

build the facility.

BMW and Mercedes-Benz have intensified their localization efforts to be part

of ‘Make in India’ initiative. "The localisation efforts will reduce the waiting



period and accelerate the servicing process of our cars as we had to

(previously) depend on our plants overseas for supply and will help us on the

pricing front.”

Suzuki Motor Corp plans to make automobiles for Africa, the company’s next

big bet, as well as for India at its upcoming factory in Hansalpur, near

Ahmedabad, Gujarat.

Taiwan-based HTC has decided to manufacture products in India. HTC is

believed to have partnered GDN Enterprises, which has an assembly set up in

Noida.

Foxconn is planning an aggressive expansion in India, building up to 12 new

factories and employing as many as one million workers by 2020

The State Government of Tamil Nadu has signed investment agreements

worth Rs 2,42,160 crore (US$ 36.45 billion) during a two-day Global Investors

Meet in September 2015.

1.4 Government Initiatives

In a bid to push the 'Make in India' initiative to the global level, Prime Minister of

India, pitched India as a manufacturing destination at the World International Fair in

Germany's Hannover earlier this year. Mr. Modi showcased India as a business

friendly destination to attract foreign businesses to invest and manufacture in the

country.

The Government of India has taken several initiatives to promote a healthy

environment for the growth of manufacturing sector in the country. Some of the

notable initiatives and developments are:

The Government plans to organize a ‘Make in India week’ in Mumbai

between February 13-18, 2016 to boost the ‘Make in India’ initiative and

expects 1,000 companies from 10 key sectors to participate in the exhibition

of innovative products and processes, a hackathon and sessions on urban

planning, among other events.

The National Institution for Transforming India Aayog (NITI Aayog) plans to

release a blueprint for various technological interventions which need to be

incorporated by the Indian manufacturing economy, with a view to have a



sustainable edge over competing neighbor’s like Bangladesh and Vietnam

over the long term.

Ms. Nirmala Sitharaman, Minister of State (Independent Charge) for

Commerce and Industry, has launched the Technology Acquisition and

Development Fund (TADF) under the National Manufacturing Policy (NMP) to

facilitate acquisition of Clean, Green and Energy Efficient Technologies, by

Micro, Small & Medium Enterprises (MSMEs).

The Government of India has asked New Delhi's envoys in over 160 countries

to focus on economic diplomacy to help government attract investment and

transform the 'Make in India' campaign a success to boost growth during the

annual heads of mission’s conference. Prime Minister, Mr. Modi has also

utilized the opportunity to brief New Delhi's envoys about the Government's

Foreign Policy priority and immediate focus on restoring confidence of

foreign investors and augmenting foreign capital inflow to increase growth in

manufacturing sector.

The Government of Uttar Pradesh (UP) has secured investment deals valued

at Rs 5,000 crore (US$ 752.58 million) for setting up mobile manufacturing

units in the state.

The Government of Maharashtra has cleared land allotment for 130

industrial units across the state with an investment of Rs 6,266 crore (US$

943.13 million)

Dr Jitendra Singh, Union Minister of State (Independent Charge) of the

Ministry of Development of North Eastern Region (DoNER), MoS PMO,

Personnel, Public Grievances & Pensions, Atomic Energy and Space,

Government of India, has announced the 'Make in Northeast' initiative

beginning with a comprehensive tourism plan for the region.

Government of India has planned to invest US$ 10 billion in two

semiconductor plants in order to facilitate electronics manufacturing in the

country.

Entrepreneurs of small-scale businesses in India will soon be able to avail

loans under Pradhan Mantri MUDRA Yojana (PMMY). The three products

available under the PMMY include: Shishu - covering loans up to Rs 50,000



(US$ 752), Kishor - covering loans between Rs 50,000 (US$ 752) to Rs 0.5

million (US$ 7,520), and Tarun - covering loans between Rs 0.5 million (US$

7,520) and Rs 1 million (US$ 15,052).

1.5 Road AheadThe Government of India has an ambitious plan to locally manufacture as many as

181 products. The move could help infrastructure sectors such as power, oil and gas,

and automobile manufacturing that require large capital expenditure and revive the

Rs 1,85,000 crore (US$ 28.42 billion) Indian capital goods business.

India is an attractive hub for foreign investments in the manufacturing sector.

Several mobile phone, luxury and automobile brands, among others, have set up or

are looking to establish their manufacturing bases in the country.

With impetus on developing industrial corridors and smart cities, the government

aims to ensure holistic development of the nation. The corridors would further assist

in integrating, monitoring and developing a conducive environment for the industrial

development and will promote advance practices in manufacturing.

*FOR GRAPHICAL PRESENTATION SEE APPENDIX-1



2 POWER AND ELECTRICAL MACHINERY

By 2022, the installed power capacity in India is expected to reach 350 gig watts

(GW) from 243 GW in 2014, on the back of increasing industrialization and economic

development. The total market size of electrical machinery in India is anticipated to

reach Rs 667,3crore by 2022 from Rs.1607.76crore in 2013.

The electrical machinery sector consists of generation, transmission and distribution

machinery. The transmission and distribution market expanded at a compound

annual growth rate (CAGR) of 6.7 per cent over FY07-13. Boilers (16 per cent), cables

(15 per cent) and transmission lines and conductors (12 per cent) account for a large

chunk of the revenue. The generation equipment market is expected to expand at a

CAGR of 12.7 per cent over FY12–22.

The Government of India has been de-licensed the electrical machinery industry and

has allowed 100 per cent foreign direct investment (FDI) in the sector. It plans to set

up the Electrical Equipment Skill Development Council (EESDC) which would focus on

identifying critical manufacturing skills required for the electrical machinery industry.

With many bilateral nuclear agreements in place, India is expected to become a

major hub for manufacturing nuclear reactors and associated components. Foreign

participation in the development and financing of generation and transmission

assets, engineering services, equipment supply and technology collaboration in

nuclear and clean coal technologies is also expected to increase.

Electricity production in India stood at 1,048.7kilowatt in FY15, a 8.4 per cent

growth over the previous fiscal

•Over FY10–15, electricity production expanded at a CAGR of 6.3 per cent

•The Planning Commission’s 12th Plan projects that total domestic energy

production would reach 669.6 million tons of oil equivalents (MTOE) by 2016–17 and

844 MTOE by 2021–22

* FOR GRAPHICAL PRESENTATION SEE APPENDIX-2



3 HAGER

(Hager is a leading manufacturing company stands for comprehensive safe

and easy electrical installations in residential, industrial and commercial

building)

The company was founded in 1955 by Hermann Hager and Dr. Oswald

Hager together with their father Peter and today remains an

independent business, owned and run by members of the Hager family,

with its head office in Blieskastel, Germany

Before Hager has tied up with L&T where Hager focused on

manufacturing part of business and L&T focused on marketing part of

business

It was apart from L&T in the year of 2012.

The organization of the company as a European Company (Societal

European, SE) underlines both its cultural diversity and its European

roots

Hager Group is, though, a worldwide business venture: 11,400

employees generate a turnover of around 1.7 billion euros (2014)

Components and solutions are produced in 23 production sites around

the globe and customers in more than 95 countries all over the world

trust in them

Together with the customers from industry and the electrical trade,

Hager Group is working on future topics such as electro-mobility,

Ambient Assisted Living, where building automation facilitates the

everyday life of the elderly and individuals who require care, and on the

networking of energy-efficient housing, which will provide greater

comfort while requiring less energy consumption

The link between many of these technologies will be the distribution

board, the product with which the company has achieved its growth

For the development and production of these solutions, Hager Group

relies on a portfolio of proven specialists



The Hager brand, with products ranging from energy distribution

through cable management and wiring accessories to building

automation and security systems, represents the core business of the

company

3.1 Mission and Vision of Hager

To contribute to a safe and efficient distribution of electrical energy and

actively participate in improvement of building comfort.

The vision of Hager is to target B to C business and reach 500cr

business in next 5 years.



3.2 Portfolio of Hager Brands

*FOR BRAND IMAGE SEE APPENDIX-3



Portfolio of Hager Products

Novello+ distribution board

Manual changeover switches

Automatic transfer switches

Automatic changeover with current limiter

Modular changeover switches

MCBs

RCBs

MCCBs

Isolating switches

Over and low voltage release MZ215

Indicating lights

Plug and sockets

Time switches

Presence and movement detectors

Contactors

Wiring accessories



4 EMPLOYEE ENGAGEMENT

4.1 Introduction

Employee engagement is a property of the relationship between an organization

and its employees. An "engaged employee" is one who is fully absorbed by and

enthusiastic about their work and so takes positive action to further the

organization's reputation and interests.

4.2 Why Employee Engagement

An engagement employee is aware of business context, and works with

colleagues to improve the job performance for the benefit of an organization

Defined as the level of commitment an involvement of an employee has

towards their organizational value

Engagement is closely related to job involvement and flow

4.3 Three behaviors of an engaged employee

Say- things like “this is a great place to work”, “my colleagues/ boss are

wonderful”, and “ I really identify with company’s mission

Stay- they are more likely to want to stay at the company and less likely to be

looking for work elsewhere

Strive- they are more likely to give extra effort in their job, which is also

known as ‘discretionary effort’

4.4 Levels of Engagement

4.4.1 Actively Engaged

Known as a builder

Realize their role, expectation and strive to meet and exceed them

Perform consistently in high level

Passion, innovative in work are their characteristics



4.4.2 Not Engaged Concentrate more on their task rather than goals and outcomes

Trends to feel their contribution is being over looked and their potential is

not being tapped

An unproductive relationship with managers and co-workers

4.4.3 Actively Dis-engaged Being unhappy in work they show seeds of negativity at every

opportunities

Undermine the accomplishment of engaged co-workers

Cause great damage to an organization

(* FOR GRAPHICAL PRESENTATION SEE APPENDIX-4)

4.5 Factors of Engagement Career development- opportunity for personal development

Career development- effective management of talent

Leadership- clarity of company’s value

Leadership- respective treatment of employees

Empowerment

Image

Equal opportunities and fair treatment

Performance appraisal

Pay and benefits

Health and safety

Job satisfaction

communication

family friendliness

co-operation



FOR GRAPHICAL PRESENTATION SEE APPENDIX-5

4.6 Importance of Engagement Reduce in attrition rate

High productivity

Innovative employees

High performance

Business grow

Less idle time

Less leave

Enthusiastic employee

Treat customers as their loyalty

Promotion of organization

Give value to the organization

Employees get opportunity to learn

Focused employees towards their goals

Performance of individual increases

Team work increases



5 AN OVER-VIEW OF EMPLOYEE ENGAGEMENT

5.1 Question Arises?


1 2

3 4


5.2 Answer to Their Questions

1


3

2


5.3 How?WHEN PEOPLE ARE ENGAGED

THEY WORK HARD

AT THEIR BUSINESS

THEY STAY FOR A LONG PERIOD IN AN ORGANISATION



5.4 ResultTHEY BECAME AN ASSET FOR AN ORGANISATION



5.5 Impact



5.6 Again



5.7 How to Do?



6 EM

P

L

O

Y

E

E

ENGAGEMENT AT HAGER

In hager they do various kinds of activities for employee engagement.

Through employee engagement Hager group want to value their employees.

Hager treat their employees as their asset of their company.

6.1 Various Activities in Hager for Employee Engagement CSR activities

Health Week

Festival celebration

Marathon

Utilization of leisure time

Birthday celebration

6.1.1 A Glimps of Such Activities at Hager(Benefits from employee engagement activities)

6.1.2Value Added

To Their

Employees



Strong-relationship Building Between colleges

Equality

Between

Employees



Sharing ideas to increase productivity

Reason behind less attrition rate



Treat their employees as their asset



CSR Activities



ULTIMATE PROFIT



7 PROJECT METHEDOLOGY7.1 IntroductionThe following report is based on the survey of employee’s impact of doing employee

engagement activities. I have conducted this survey among 21 employees. The

report deals with various methods and steps involved in the process. The project

aims at understanding the factors affecting the psychology of the employees. The

research demonstrates different factors that are affected easily. The research deals

with knowing the employees satisfaction.

7.2 Motivation & LearningThe main objective of the project is to understand the psychology of employees and

the behavior of the employees towards their organization and how employee

engagement activities put some impact on employees to work effectively. The study

shows the employee’s perspective towards different factors. The study helps in

understanding the psychology of employees need & preferences. It will also help in

motivate the employees towards their work.

7.3 Research Objectives PRO & SROThe research was conducted through the means of a questioner form that was

prepared on the basis of different PRO and situational analysis. The psychology of

the employees changes due to both personal and environmental factors.

7.3.1 PRIMARY RESEARCH OBJECTIVE (PRO): “To determine whether the employee engagement activities influences the psychology of employees

at Hager”

(FOR QUESTIONNARIES SEE APPENDIX-6)



8 SURVEY QUESTIONS OBJECTIVEQ1. To determine whether there is proper communication of JD with the weightage of 100%

Q2. To determine whether there are proper amenities provided to do work right with the weightage of 100%

Q3. To determine whether employees are getting proper work every day where they can contribute their best at with the weightage of 90%

Q4. To determine whether employees are frequently getting praise for their work with the weightage of 85%

Q5. To determine whether employees are feeling like a family in an organisation with the weightage of 80%

Q6. To determine whether managers are motivated their employees with the weightage of 75%

Q7. To determine whether the employees are getting acknowledged by the company with the weightage of 75%

Q8. To determine whether employees are feeling like their job is important in the organization of 70%

Q9. To determine whether your colleagues are committed towards the work which assigned to them in an organisation with the weightage of 60%?

Q10. To determine whether your colleagues feel free to share his/her personal as well as professional problem with you with the weightage of 50%

Q11. To determine whether you have received any appraisal in the last 6 months of your working with the weightage of 50%

Q12. To determine whether you have received any growth opportunity in an organisation with the weightage of 45%.



9 ACTION PLANDate Activity

21st/12/2015 Introduction with HR

Choosing of project

Discussion of activities related to project

Present a presentation relating to activities of project(Christmas

party)

22nd/12/2015 Prepare the ingredient list which are useful for the event

Prepared an estimate budget

Budget finalize by Head HR

23rd Prepare invitation card for employees

Went for shopping for Christmas party

Prepare a presentation for Christmas party event

Invite employees for party

Set some games for employees for Christmas party

24th/12/2015 Meeting with HR regarding our preparation

Feedback from HR regarding our preparation

Execute the work relating to games

Decoration of room

Celebrate party

Distribute gifts

Feedback from all employees

28th/12/2015 Prepare a feedback form of Christmas party

Meeting with HR for further work of project

Calling to new candidates for induction program

Calling to mangers for setting their sessions for induction

program



Mailing to new candidates regarding their induction

29th /12/2015 Factory visit

Meeting with HR

Appoint for further works for employees engagement

Business meeting with a 35 years consultant Mr. Sanjay

Agarwal

Factory visit to know the procedure of production

30th/12/2015 Prepare induction kit for new candidates

Calling to new candidates for their confirmation

Calling to cake shops

31st Absent as I was not well

04th /01/2016 Preparing forms for new candidates of induction

Greet new candidates of induction

Interaction with new candidates

Checking and verifying the documents of new candidates

Filing new candidates documents

Prepare list of expense claim of existing employees

05th /01/2016 Prepare a presentation regarding marathon

Verifying documents of remaining new employees

Helping our team in preparing new policies letters

07th /01/2016 Work on my own project research

08th /01/2016 Make an invitation card for marathon

11th/01/2016 Pre-planning of kite festival

Planning for making invitation card

12th/01/2016 Make the list of shirts for marathon

Calling to shops for printed caps and silicon bands

13th /01/2016 Packing of t-shirt in respect of employees name



Re-making of policy forms

14th /01/2016 Went to malls for purchasing shorts for employees

15th/01/2016 Calling to banner shops

Calling to balloons shops

Calling to flag shops

16th to 17th (Mumbai Marathon)

18th leave

19th /01/16 Make presentation for management meeting of Christmas and

marathon event

22nd /01/16 HR activity planning for 2016

Weekend (23rd and 24th )



10 OBSERVATIONSQ1.

At Hager out of 21 employees,14 employees said that they know what works

are expected from them in organisation and 7 employees said that

v.frequently they know what work are expected from them at company

beacause many times the work is depend upon the situation too.



Q2.

Out of 21 employees 18 employees say they have proper material and

equipment to so their work right and only 3 employees say they don’t have

proper equipment to do their work right.



Q3.

Out of 21 employees 6 of them say that they always have the opportunities

to do work in which they are best and 9 of them say that they very frequently

get chances to do in which they are best in and 5 employees of them say that

they get chances to do the work at which they are good in very occasionally



Q4.

Out of 21 employees 8 of them say yes they have got praise from their

superior in last 7 days and the rest employees say they did not get any kind of

recognition in last seven days.



Q5.

Out of 21 employees 13 employees say that their supervisor or some one at

work always shows care for them and 7 employees say that usually someone

at work shows care for them at work and the rest employees say that about

half of the time somebody at work shows care for them at organisation



Q6.

Out of 21 employees 10 employees say that almost always someone at work

encourages them for their development at their work 9 of them say that to a

considerable degree someone at work encourages them and rest employees

say that occasionally they get encouraged by others for their development at

work



Q7.

Out of 21 employees 4 employees say that their opinion always seems to be

count 12 employees say that very frequently their opinion take into

consideration and rest of employees say that occasionally their opinion take

into considerartion



Q8.

Out of 21 employees 14 employees say that the mission/ purposes of

company make them feel like their job is important for organization and 6 of

them say very often they feel that their job is important and only 1 of them

say that sometimes he/she feel like his/her job is important as per the

mission or purpose of the company



Q9.

Out of 21 employees 8 employees say that their colleagues are always

associated with them to doing quality works and 13 of them say very often

their colleagues are associate with them to do quality work



Q10

Out of 21 employees 13 employees say that they have best friend in

organization and only 7 employees say they don’t have any best friend at

their work place



Q11

Out of 21 employees 4 of them say that in last 3 months always there is

someone who talk about their progress 9 of them say very frequently they

have someone who talk about their progress and 6 of them say occasionally

there is someone who talk about their progress and rest employees say that

rarely they have someone who talk about thaior progess in an organisation



Q12

11OUT OF 21 EMPLOYEES 8 OF THEM SAY THEY ALMOST ALWAYS HAVE THE OPPORTUNITIES TO LEARN MORE AND GROW 9 OF THEM SAY THEY GOT CHANCE TO A CONSIDERABLE DEGREE TO LEARN AND GROW AND 3 0F THEM SAY OCCASIONALLY THEY GOT CHANCE TO LEARN AND GROW



12 LEARNING OUTCOMESObjective of the study

In the project

Understand the psychology of employees

Understand how to give value to employees

Understand the expectation of employees from organisation

Understand how to make em[ployees comfortable in an organisation

Out of the project

How to do formal calls How to greet new comers How to schedule the three days induction program How to filing employees report Verification of documents of new comers How to do business meetings



13 CONCLUSIONI am very happy to be a part of this project. From the last one month I was feeling that I am an employee and feeling fresh every day. From this internship project I learn many of the important things about employee engagement activities. Daily I observed the HR department that how they work on their process. At a time when I worked on project I realized that what should be the way of talking, what should be the way to present in front of the candidates. Employee engagement should be there in any organization for value adding their employees as well as employee should treat themselves as a family member of organization.

Apart from the project I also learn many things that help me to work in an organization at future. In this time period only I was able to know about the company, about their policy.

I am very gleeful to be a part of Hager for short time and also happy to be a part of HR department for doing employee engagement activities.



14 REFERENCES http://www.ibef.org/industry/manufacturing-sector-india.aspx

http://www.ibef.org/industry/power-sector-india.aspx

http://products.gallup.com/181244/q12-gallup-employee-engagement-survey-adwords- 01222015.aspx?gclid=Cj0KEQiArJe1BRDe_uz1uu-QjvYBEiQACUj6oqYcoUzARnWycW8ef4eCBrkwu2KqAYIevpr4eMvOUWYaAkKa8P8HAQ

http://www.hager.co.in/

[email protected]


http://www.hager.co.in/

http://products.gallup.com/181244/q12-gallup-employee-engagement-survey-adwords-01222015.aspx?gclid=Cj0KEQiArJe1BRDe_uz1uu-QjvYBEiQACUj6oqYcoUzARnWycW8ef4eCBrkwu2KqAYIevpr4eMvOUWYaAkKa8P8HAQ



http://www.ibef.org/industry/power-sector-india.aspx

http://www.ibef.org/industry/manufacturing-sector-india.aspx


14.1 APPENDIX-1



14.2 APPENDIX-2



14.3 APPENDIX.3(Types of Employees)



14.4 APPENDIX.4

Career development- opportunity

for personal development


Career development-

effective management of

talent

Leadership- Clarity of

Company’s value

Leadership- Respective

treatment of employees

Empowerment

Image

Equal opportunities & fair

treatment

Performance appraisal

Pay and benefits

Health and safety

Job satisfaction

Feeling Valued

And

Involved


Communication

Family friendliness

Co-operation

13.5 APPENDIX.5(Hager Brands)



13.6 APPENDIX-6GALLUP SURVEY

1) Do you know what is expected of you at work?

A) Always b) very often c) sometimes d) rarely e) never

2) Do you have the materials and equipment to do your work right?

A) Yes b) No

3) At work, do you have the opportunity to do what you do best every day?

A) Always b) very frequently c) occasionally d) rarely e) very rarely f) never

4) In the last seven days, have you received recognition or praise for doing good work?

A) Yes b) no

5) Does your supervisor, or someone at work, seem to care about you as a person?

A) Always b) Usually c) About Half the Time d) Seldom e) Never

6) Is there someone at work who encourages your development?

A) Almost Always b) To a Considerable Degree c) Occasionally d) Seldom

7) At work, does your opinion seem to count?

A) Always b) Very Frequently c) occasionally d) rarely e) Very Rarely f) Never

8) Does the mission/purpose of your company make you feel your job is important?

A) Always b) Very Often c) Sometimes d) Rarely e) Never

9) Are your associates (fellow employees) committed to doing quality work?

A) Always b) Very Often c) Sometimes d) Rarely e) Never

10) Do you have a best friend at your work?

A) Yes b) No

11) In the last six months, has someone at work talked to you about your progress?

A) Always b) Very Frequently c) occasionally d) rarely e) Very Rarely f) Never



12) In the last year, have you had the opportunities to learn and grow?

A) Almost Always b) To a Considerable Degree c) Occasionally d) Seldom


Date post:	21-Feb-2017
Category:	Documents
Upload:	manisha-pattnaik
View:	223 times
Download:	0 times

WIP FINAL DEVID SIR

Documents