Measurement of employee satisfaction level in Eveready industries India Limited.

(A Summer Internship Report)

Under

(B-1/2, sector -80,phase ll,noida,G.B.nagar,U.P-201305)

Submitted in partial fulfillment of the requirements of the course

Post Graduate Diploma in Management (Session: 2010-2012)

Project Guide: Mr. Ramjet Singh Faculty Guide: Mr. Sumit Kumar Submitted By: Nitesh Kumar Roll No.2010132

SINHGAD INSTITUTE LONAVLA, PUNE.

INFORMATION SHEET

1) Name of the company- Eveready Industries India Limited 2) Address of the company- B-1/2, sector -80,phase ll,noida,G.B.nagar,U.P201305 3) Phone No. of the company-0120-3048027/28/29/30 4) Date of internship Commencement-15.05.2011 5) Date of internship Completion- 22.06.2011 6) Signatures & Name of the industry Guide- Ramjet Singh 7) Designation of the industry Guide- Sr. Manager personnel 8) Students Name- Nitesh kumar 9) Students Roll Number-2010132 10) 11) Students E-mail ID- nitesh@yahoo.com Students Mobile/ residence numbers- 9999326527 -9555181939

Certificate of Completion from faculty Guide *****************************************************************

This is to certify that Summer Project Report on "Measurement of Employee Satisfaction Level in Eveready Industries India Limited" prepared by "Nitesh kumar" Roll No. "2010132" of PGDBM 2010-12 Batch Of SINHGAD INSTITUTE, lonavla, pune, is his genuine effort under my guidance and supervision.

Signatures of the Faculty Guide

Signatures of the Student

Name of the Faculty Guide

Name of the Student

Mr. Sumit Kumar

Nitesh kumar

****************************************************

ACKNOWLEDGEMENT

*************************************************

This project is the outcome of sincere efforts, hard work and constant guidance of not only me but a number of individuals. First and foremost, I would like to thank SINHGAD INSTITUTE,PUNE for giving me the platform to work with such an emerging company in the financial sector. I am thankful to my faculty guide Mr. SUMIT Kumar, SINHGAD INSTITUTE for providing me help and support throughout the internship period. I owe a debt of gratitude to my company guide Mr. Ramjet Singh, senior manager personnel, Eveready Industries India Limited who not only gave me valuable inputs about the industry but was a continuous source of inspiration during these five weeks, without whom this Project was never such a great success.. I would also take the opportunity to thank the entire team of personnel department, Eveready Industries India Limited who helped and shared their knowledge about the industry for which I am highly grateful. Last but not the least I would like to thank all my Faculty members, friends and family members who have helped me directly or indirectly in the completion of the project.

Nitesh kumar PGDM 2010-2012 Sinhgad institute

Declaration

I DO HEREBY DECLARE THAT , I HAVE UNDERTAKEN THE ACTIVITIES AS MENTIONED IN THE PROJECT . THIS PROJECT REPORT IS A RESULT OF MY ORIGINAL WORK AND NOT ANY PORTION OF THE SAID REPORT HAS BEEN COPIED OR DUPLICATED FROM ANY UNIVERSITY OR ANY OTHER ORGANIZATION OF THIS SORT.

THIS PROJECT REPORT HAS BEEN PREPARED FOR THE PARTIAL FULFILLMENT OF POST GRADUATE DIPLOMA IN BUSINESS MANAGEMENT (PGDBM) PROGRAM FOR THE YEAR 2010-12 FOR SINHGAD INSTITUTE , LONAVLA , PUNE .

Date:- 22nd July 2011 Place: lonavla, pune

Mr. Nitesh kumar

Preface

The pharmaceutical industry, no matter what size it may be, is growing at a very fast pace. In India, the pharmaceutical industry is worth Rs.33,000 cr. currently and is committed to grow. There r many players is this field, striving for survival. In this point of cut throat competition. Lupin Limited is one of he leading pharmaceutical company and is committed to save life of the people and taking best care of their health in every way possible. Well, the purpose of this project is not merely another market survey of determining the performance of the molecules-brands, but a detailed analytical market survey of certain growing molecules of the company including thorough analysis of competitors of those molecules. The project work is represented in a very lucid manner, so that the fact and figures can be easily understood. I am very much thankful to Mr. D.S.chauhan, Sr.RSM-Endaevour Dvision, Lupin Limited, Delhi, for providing me with valuable suggestions and guiding me through out the process. I hope, this project work will provide a valuable source of information and resource for future prospect of this ever growing pharmaceutical industry. My sincere thanks to those people I worked with and came across, who shared their thoughts and comments with me during this project work

Date: 15th July 2008 Place: Greater Noida, Uttar Pradesh

Mr. DEBASHIS DATTA

Table of Contents 6

CHAPTER-1 EXECUTIVE SUMMARY CHAPTER-2 INDUSTRY PROFILE CHAPTER-3 COMPANY PROFILE CHAPTER-4 CONCEPTUAL FRAME WORK CHAPTER-5 RESEARCH METHODOLOGY CHAPTER-6 DATA ANALYSIS & INTERPRETATION CHAPTER-7 FINDINGS AND SUGGESTIONS ANNEXURES QUESTIONSNAIRE BIBILOGRAPHY

1-

synopsis

The US battery manufacturing industry includes about 125 companies with combined annual revenue of about $6 billion. Major companies are Exide Technologies, Energizer, and spectrum Brands (Rayovac). Divisions of large electronic companies such as Sony also manufacture batteries. The industry is highly concentrated: the largest eight companies have about 75 percent market share and the largest 50 have over 98 percent. NEED FOR THE STUDY People have always been central to organizations, but their strategic Importance is growing in todays knowledge based industries. An organizations success increasingly depends on the knowledge, skills and abilities of employees, particularly as they help establish a set of core competencies that distinguish and organization from its competitors. With appropriate HR policies and practices an organization is based on HR functions keeping in view of significance the researchers has undertaken the study to know the employees opinion regarding the activities in the organization. Objectives of the study To study the employees opinion towards HR functions in the organization. To offer feasible ways and means to improve the employee morale and satisfaction in the organization. REASEARCH METHODOLOGY Research design:- Descriptive in nature Research instrument:- A well structured questionnaire Population: -480 Sample size:- 51 Sample procedure:- convenience sampling Sources of data:- Primary & secondary data Primary data:- Primary data was collected using Questionnaire the information was collected from the employees through personal contacts Secondary data:- Secondary data about the company profile and other details were collected from the companys website i.e., www.eveready.com and various journals, books & broachers. Statistical data:- simple percentage and weighted average

COMPETITIVE LANDSCAPE

Demand depends primarily on the level of activity in the automotive and electronic sectors of the economy. Personal income drives new battery purchases in consumer goods, while costumer usage levels drive demand for replacement batteries. Large companies have advantages in efficiency of operations and economies of scale. Smaller producers compete by focusing on specialized product offerings and customer service. Annual revenue per employee is about $240,000. PROJECTS, OPERATIONS & TECHNOLOGY Major product categories are storage batteries (55 percent) and primary batteries (45 percent). Storage batteries are rechargeable, while primary batteries are discarded after the initial stored energy is consumed. Example of storage batteries are automotive and laptop computer batteries. Primary batteries include standard dry cell batteries (AA, AAA, C, D, and 9volt) used in flash lights, radios, remote controls, and a variety of specialty applications, such as hearing aids and implantable medical devices. ORIGIN OF THE PLANT LOCATED IN NOIDA In 19th National Carbon plant NOIDA is set upped. This is one of the five Battery plants of the parent company Eveready industries India Ltd; The Company starts its production in the year 1999 manufacturing D size Bare Bottom Batteries, with an annual production of 14 -15 million and 260 Hourly Rated Workmen. In 1999 Flat cell-manufacturing facility were added subsequently in D False Bottom and AA Batteries manufacturing facilities were installed. Late cell manufacturing facilities were upgrade by installing, AMJ line, which incorporates the latest Zinc Chloride technology and high level of automation. This plant now manufactures D size Bare Bottom paper clad for flash light application, False Bottom Batteries for heavy duty Transistors and multipurpose application and AA Batteries for Cameras, Toys and other multipurpose applications amounting to an annual volume of 220 million with 580 HRW. This plant has a modern Quality Assurance system which comprises of built in quality, online process control through programmable logic controllers and computers and automatic electronic testing of final product. The associated floor operations materials and finished goods control is done through computers, this plant also utilizes non-conventional energy system i.e. Solar heating system for process and wind mill for generating power. This plant has a very detailed training programmer for all its employees, which comprise both class room and On the Training to make them understand the history of the company, business scenario, achievement it has accomplished future goals, Excellence through Quality (EQ) tools employed in solving problems. Quality circles, 5s, Etc. In the absence of any Manager the responsibility moves upwards for re-delegation.

INDUSTRIAL HISTORY
On January 10, 1899, American Electrical Novelty and Manufacturing Company obtained U.S. Patent No. 617,592 (filed 12 March 1898) from David Misell, an inventor. This "electric device" designed by Misell was powered by "D" batteries laid front-to-back in a paper tube with the light bulb and a rough brass reflector at the end. Misell, the inventor of the tubular hand-held "electric device" (a.k.a. electric torch or flashlight), assigned his invention over to the American Electrical Novelty and Manufacturing Company owned by Conrad Hubert. In 1905, Hubert changed the name again to The American Ever Ready Company, selling flashlights and batteries under the trademark Ever Ready. In 1906 the British Ever Ready Electrical Company was formed for export of batteries; it became independent in 1914. In 1914, The American Ever Ready Company became part of National Carbon Company. Hubert stayed on as the president. The trademark was shortened to Eveready. In 1917, National Carbon Company merged with Union Carbide to form The Union Carbide and Carbon Company. From 1917 until 1921, Eveready used the trademark "DAYLO" for their flashlights and on their batteries. In 1957, employees Lewis Urry, Paul Marsal and Karl Kordesch invented the longlasting alkaline battery. The company did not aggressively market the invention, however, and instead continued to market the oldZinc-carbon battery. As a result, the company lost significant market share to Duracell. Prior to 1980, the company's alkaline battery had been called the Eveready Alkaline Power Cell. In 1980, it was rebadged under its current name, Energizer. In 1986, Union Carbide sold its Battery Products Division to Ralston Purina Company for US$1.4 billion, becoming the Eveready Battery Company, Inc., a wholly owned subsidiary. At that time, the Eveready and Energizer batteries held 52 percent market share. The company under Ralston lost market share to rival Duracell. In 1992, it bought the British Ever Ready Electrical Company from Hanson Trust, the manufacturer of Gold Seal and Silver Seal batteries. In 1999, Eveready sold its rechargeable battery division, although it still markets them for retail sale.

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In 2000, Ralston spun off Eveready, and it was listed on the New York Stock Exchange as a holding company, Energizer Holdings, Inc., with Eveready Battery Company, Inc continuing as its most importantdaughter company. The company's current US production facilities for batteries and battery parts are located in Asheboro, North Carolina; Bennington, Vermont; Maryville, Missouri; St. Albans, Vermont; and Marietta, Ohio; with a technology center for research located in Westlake, Ohio. There are also numerous production facilities outside the US.

EVEREADY IN INDIA
Eveready Industries India, Ltd (EIIL) (previously known as Union Carbide India, Limited) is the flagship company of the B.M. Khaitan Group. The brand Eveready has been present in India since 1905. EIIL started its operation in India in 1905. The first dry cell batteries were imported from the USA and sold in the major cities of the country. These batteries were primarily used in imported torches. EIIL's principal activities are the manufacture and market of batteries, flashlight cases, electrolytic manganese dioxide and arc carbons. It also manufactures photo-engravers plates/strips for printing, castings, hard facing and tube rods, carbon electrodes and other related products. In 1939, the company set up its first battery plant in Kolkata. This was followed by another battery manufacturing plant in Chennai in the year 1952. A torch manufacturing plant was set up at Lucknow in 1958. The company also produces and markets tea. The Group's operating facilities are located at Kolkata, Chennai, Hyderabad, NOIDA, Gurgaon andNavi Mumbai. EIIL is the worlds third largest producer of carbon zinc batteries, selling more than a billion units a year. EIIL is Indias largest selling brand of dry cell batteries and flashlights (torches), with dominant market shares of about 46% and 85% respectively. Today it is one of the largest torch manufacturing plants in South East Asia. The plant manufactures the full range of brass, aluminium and plastic torches. In 1969, the now infamous factory in Bhopal was opened.

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COMPANY PROFILE IN INDIA

Eveready Industries India Limited is one of Indias most reputed FMCG companies. The company has a portfolio comprising dry cell batteries (carbon zinc batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and packet tea. It has recently forayed into the Mosquito repellent industry under brand name, Poweron. EVEREADY is Indias largest selling brand of dry cell batteries and flashlights (torches), with dominant market shares of about 46% Eveready Industry now has about 8200 Employees in the group. Eveready is certified with I.S.O-9002 certification for most of its plants. Customers are well satisfied with products of the company, and the plant is licensed by Bureau of Indian Standards for Manufacturing of all its Batteries. The new tagline The Next Century of Power affirms Evereadys commitment to being technology leaders well into the future, evolving with consumers to meet their changing needs. From small beginnings with an import consignment in 1905 of Rs 500, Eveready today dominates the Indian market and stands for portable power and light to millions of consumers . EVEREADY INDUSTRIES INDIA LTD, was originally founded in 1926 with the name Eveready Company (India).This company was taken over by a joint stock company called Eveready Company (India) Limited. Incorporated under Indian companies Act, 1913 June 20, 1934 with a registered office at Calcutta, where it presently continues. On June 30, 1941 the name of the company was changed to National carbon Company (India) Limited. On December 24, 1959, the name of company was further changed to Union Carbide India Limited (UCIL).Recently on April 24, 1995 UCIL was renamed as Eveready Industries India Limited. Eveready is concerned about environmental issues we accompany consumers throughout their daily lives by providing maximum enjoyment. The communication of our messages should intrigue consumers and be implanted in their sub conscious on a constant basis through rational, mental and social benefits. Eveready industries India Ltd, was originally founded in 1926 with the name Eveready Company (India).This company was taken over by a joint stock company called Eveready Company (India) Incorporated under Indian Companies Act -1913 on June 20/1934 with a registered office at Calcutta, where it is presently continuous. Further the name is to be changed as National Carbon Company (India) Ltd and Union Carbide India Limited. Recently on April 24/1995 UCIL was renamed as EVEREADY INDUSTRIES INDIA LTD. Eveready Industry now has about 8200 Employees in the group. Eveready is certified with I.S.O-9002 certification for most of its plants. Customers are well satisfied with products of the company, and the plant is licensed by Bureau of Indian standards for Manufacturing of all its Batteries.

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VISION
For over a century, Eveready corporation has been a partner to consumers with our expertise in portable power and light. Today, we endeavor to be the perfect Companion to consumers by providing value-formoney brands with tangible Differentiation in quality every day; we seek consumer proximity to ensure the enjoyment of better living. Our core competence will be based on these three core values for the total synergy and future profitable growth of our corporation.

BOARD OF DIRECTORS

Chairman ( Non-Executive ) Executive Vice Chairman and Managing Director GENERAL MANAGER PERSONAL OFFICER ACCOUNT MANAGER Whole Time Directors

Mr. B.M. Khaitan Mr. Deepak Khaitan Mr. Sameer Singh Mr. Ranjeet Singh Mr.Rajesh Sharma Mr. Suvamoy saha

Non-Executive personnel
Mr. Aditya Khaitan Mr. Bhasker Mitter Mr. Diwan Arun

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Some of the major

for EVEREADY INDUSTRIES INDIA LTD include the following:

1926: Commencement of battery business In INDIA. 1956: Commencement of zinc rolling mill operation. 1958: Manufacture and sale of flashlight commenced. 1961: Commencement, manufacture and sale of chemicals and plastics (This business was sold in 1989). 1965: Manufacture and sale of battery electrodes and cinema arc carbon commenced. 1969: Start-up of the pesticides plant of Bhopal. 1971: Commencement of marine products business (closed in November 1983). 1972: Start-up of the electrolytic Manganese Die-Oxide plant. 1982: Start-up of the Nepal Battery Company, a joint venture at Katmandu, Nepal. 1984: The Bhopal incident and shutdown of the pesticides plant. 1986: Divestiture of worldwide battery business (ex UCIL) by Union Carbide Corporation to Ralston Purina. 1990: Suspension of operations at Srinagar Battery Plant due to civil unrest. 1992: Commencement of Computer Software Development business. 1992: Announcement of sale of UCIL shares by UCC. 1992: A modern facility for manufacturing UM3 (R-3) Penlight size metal clad Batteries was installed at the Madras plant. 1993: Discontinuation of the Computer Software Development business. 1994: In mid-December final exist of UCIL and entry of Meleod Russel (India) Ltd, a member of Williamson Major group as the majority share holder of UCIL. 1995: Sale of shares of Union Carbide Corporation in Union Carbide India Ltd to Mc Leod Russel (I) Ltd. belonging to the Williamson Magor Group and a new name - Eveready Industries India Ltd (EIIL). 1996: Mc Leod Russel (India) Ltd, merged with EIIL, bulk tea business brought into EIIL fold. 2000: Bishnauth Tea Company merged with Eveready Industries India Ltd. 2005: Brand EVEREADY is a hundred years old. 2009: EIIL acquires controlling stake in Uniross SA of France, which is a leading rechargeable battery manufacturer.

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Success
By the time of the Bhopal Disaster in 1984, the company was ranked twenty-first in size among companies operating in India. It had revenues of Rs 2 billion (then equivalent to US$170 million). Fifty-one per cent of the company (known at the time as UCIL) was owned by Union Carbide Corporation; remaining shares were held by 24,000 stockholders. Ten thousand people were employed in five operating divisions that manufactured batteries, carbon products, welding equipment, plastics, industrial chemicals, pesticides, and marine products. EIIL became part of the Williamson Magor Group through McLeod Russel Ltd in the latter half of 1994 following the sale of Union Carbide Corporation's stake in UCIL. UCIL is primarily a dry-cell battery manufacturer at the time, but as part of the Williamson Magor Group EIIL launched three brands of packet tea under the Greendale Brand umbrella - Tez, Jaago and Premium Gold. Coupled with EIILsbrands of packet tea are now easily available in most states in India. In 1997, the Eveready brand was extended to its packet tea business. McLeod Russel Ltd. eventually merged with Eveready Industries. EIIL has the licence for the Eveready brand only in India, Bhutan and Nepal from Energizer Holdings, so it had to create a new brand for export to other markets where Energizer Holdings still has the rights to the Eveready brand[2]. The brand LAVA was launched in 1999. In 2005, EIIL celebrated its 100 anniversary in India. That same year, EIIL separated its bulk tea business and de-merged McLeod Russell. EEIL also acquired the ailing BPL Soft Energy System in 2005

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Products
Eveready Industries have business interests spreading across batteries, flashlights, lighting solutions, alternative lighting solutions, and packed Tea.

Batteries: Zinc-carbon battery: A zinc-carbon battery which is commonly used for Toys, Cameras, Torches, Walkman, CD-players, Radios, clocks and cordless mikes. Alkaline Battery: Eveready Ultima Alkaline battery is the is one of one of the most popular batteries used in electronic gadgets of modern times. Rechargeable Battery: 'Eveready Recharge' is one of the pioneers as a brand of rechargeable batteries and chargers to be introduced in India. Flashlights DigiLED Torches: These torches use power efficient LEDs in place of the incandescent bulbs. Brass Torches: Jeevan Sathi brass torchlight has been a reliable, durable and repairable, making it a must-have evening companion especially in the villages. It is one of the most trusted brands in rural India across all product categories. Aluminium & Plastic Torches: These torches have strong durable bodies, slide switches for easy handling and come in a wide range of models and colors. Lighting Solutions Compact Fluorescent Lamps: In 2007, Eveready forayed into the lighting business with the launch of a range of Compact Fluorescent Lamps. Halogen Lamps: Eveready offers halogen lamps for outdoor lighting and video-shooting. Incandescent lamps: A range of incandescent bulbs in different sizes, voltages and colours are used widely in household and commercial lighting, apart from portable,decorative and advertising lighting.

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PRODUCTS IN GROWING MARKET:

CFL (Compact Fluorescent Lamps) In June 2007 Eveready Industries India Ltd entered into a sales and distribution tie-up with phoenix lamps Ltd for selling CFLs (Compact fluorescent Lamps) under the brand name Eveready Halonix. Phoenix Lamps Ltd an Indo Japanese joint venture with a total investment of over us $ 40 million with 4 plants having a production capacity of over 130 million lamps a year, benchmarked to international regulations for Quality, Performance and safety. Eveready extensive distribution network and high end lighting solutions of phoenix has resulted in this synergistic tie-up. Eveready Halonix has a wide range of general lighting of over 200 SKUs for housing & Industrial purposes. CFL reduces the energy consumption by 75% and lasts up to 10 times longer then incandescent light lamps. Carbon Zinc Batteries Eveready industries India Limited are the Worlds third largest producer of Carbon Zinc batteries, selling over 1 billion batteries every year. Present in all segments of dry cell batteries, Eveready holds the dominant Market shares in every segment. Eveready Industries India Limited is the first entrant and the leading brand in the organized rechargeable battery category. Eveready Recharge batteries can be recharged up to a thousand times with its flagship 2100 series, Eveready is providing the Indian consumer with the latest offering for digital cameras and other power-hungry applications. Eveready also provides recharge batteries for cordless phones, ensuring their enduring performance. Flash Light Eveready Industries India Limited is the largest manufacturer of flashlights in South Asia. Since pioneering the portable lighting revolution in the country a century ago, Eveready has enjoyed an uninterrupted leadership position in this segment. An unparalleled distribution network ensures that Eveready torches are always available within easy reach, wherever you are. From remote villages to the city heights, Eveready flashlights light up lives across the length and breadth of the country. The trusted Jeevan Sathi brass torch, has been a constant companion for generations of Indians, is one of the most trusted brands in rural India, across product categories, enjoying an enviable 90% market share. The Eveready range of flashlights covers a wide price band of Rs 40/- to Rs 1275/-, to suit every need and every pocket. Available in a wide range of colors, shapes and sizes, Eveready torches are the obvious choice for millions of consumers from all walks of life. Eveready torches are the obvious choice for millions of consumers from all walks of life .Eveready has now launched an altogether new category of torches the LED torches. The category is being called Eveready digiLED and will have many models in its portfolio. This category will offer to the consumers a torch which has. Low battery consumption, Focused White light, Slide switch for easy operation-strong durable body. Eveready digiLED torches offer benefits of low battery consumption, sharp focus and white lightwhereas the Eveready regular incandescent bulb torches give bright light; long reach and area lighting fulfilling all portable lighting needs of the consume rs.

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ORGANIZATIONAL STRUCTURE at EIIL (NATCO), NOIDA

GENERAL MANAGER

ASSISTANT WORK MANAGER

MANAGEMENT REPRESENTATIVE

ENGENEERING MANAGER

PRODUCTION MANAGER

PERSONAL OFFICER

MATERIALS MANAGER

ACCOUNTS MANAGER

OTHER IMPORTANT PERSONALS

DEPARTMENT FUNCTION

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MANUFACTURING Eveready state of the art manufacturing units are located at Kolkata , Noida, Uttaranchal, Hyderabad, Chennai and Lucknow maximize logistical efficiency and reduce time to market. Today the company has high-speed manufacturing units, both for batteries and flashlights, with in-house facilities, with for metal flashlights along with a fully automated injection molding set-up for plastic flashlights along with a fully automated injection-molding set-up for plastic flashlights. Eveready also has a full-fledged machine design group at Chennai with capabilities of making special purpose machine for both captive consumption and customer specific requirements. RESEARCH & DEVELOPMENT Evereadys research team constitute highly qualified Scientists, Engineers, Chemists and Technicians dedicated to maintaining technology leadership in Zinc Carbon batteries, Flashlights and related components. The Research Center has pilot plant facilities, Analysis testing facilities such as Atomic Absorption Spectrophotometer (AAS), polar graph, X-Ray Diffract meter (XRD) and a chemical Laboratory. The Evereadys Research Centre is capable of providing World class testing and research support to meet stringent customer requirements from across the World. The efforts of in-house R&D unit was recognized by the Dept. of science and Industrial Research and accorded recognition from Govt. of India. This is the only in-house R&D centre of a primary battery resting facility where batteries can be tested as per BIS, IEC and JEC standards. QUALITY ASSURANCY The Company has adequate internal quality Assurance systems commensurate with the Companys size and nature of business. The objective of these systems are to ensure setting product performance standards for all types of batteries based on competitive assessments., performance to reflect leadership Visvis best of Competitions as per agreed Standards with Marketing department.,implement new. Design inputs wherever required for product fortification, material substitution, cost reduction of existing products, setting Material Usage / Specification standards (Process Specification Sheet) for all battery plants, setting yearly Cost Reduction targets with respect to OIP (Operation Improvement Program). Eveready initiated World Class Maintenance (WCM) management system in 1997, based on the philosophy of focus on defect and variability reduction through planning of maintains to keep the production equipment in as designed condition always.

SALES & MARKETING

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The company possesses none of the widest and deepest distribution networks among FMCG companies in India, reflected in its premium band equity and customer loyalty. To leverage the growth of this pan-national distribution pipeline, the Company extended its product category to the marketing of packet Tea, Mosquito repellents (Coil & Vaporizers), CFL lamp and dish wash bars. The company also has ambitions, plans of making its foray in the area of FMCG business based on its inherent strength of retail penetration will eventual translates into a significant market share over the foreseeable future. FINANCE The companys performance is backed up by a strong accounts and finance team. The team consists of seasoned professional who carry out the various functions effectively to enhance / improve the various key functions may be summarized as following.Working capital management to reduce the interest burden on working capital loans-alert management on inventory holding beyond norms as also negotiates competitive interest rates from banks. Management or term loans to take care of the long-term business need of the company includes debts restricting by retiring high cost debts in lieu of loans with lower interest rates. Treasure operation like commodity hedging (to mitigate the effect of volatile metal prices), fore management (to mitigate the effect of volatility in the value of rupee) Profitability analysis and projections business wise to apprise management of the effectiveness of business decision and to facilitate new decisions. Ensure accurate pricing updating in order to facilitate error free invoicing. Capital Budgeting to analyze / justify new projects. Compliance of all statutory maters including taxation related issues. Monitor profitability of new projects to benchmark against the projected profitability Timely analysis of major accounts Trade Debtors, Institutional Debtors, CSD, Claims, Bank , Payables- Appropriate action taken based on such analysis. Centrally co coordinating payment through the RTGS /NEFT mode. Ensure timely data to operating groups for review of their respective areas of performance. Ensure timely preparation of the quarterly and annual results head of the Board meetings. Custodial Control over the assets of the company and review at least on an annualized basis any possible impairment of such assets. Liaison with systems Group to enhance existing report platforms introduce new report platforms. Payroll preparation-Also facilitates tax planning. Monitoring the PF, Gratuity and other superannuation founds of the company. The company has an in-house taxation Department which deals with all the direct and indirect tax cases covering all the manufacturing and commercial units. They are responsible fro smooth and timely compliance of all fiscal laws by all the units.

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The department also supplements business decision making by suggesting ways and m eans for setting up new projects in tax-free zones and also to minimize the incidence of / taxes on existing product lines. The company also has an in-house internal audit Department manned by Trained Professionals. The pre-audit checks and review are carried out to ensure fallow up on the observations made by the Audit teams. The internal Audit reports, the progress in implementation of recommendation contained in such reports and the adequacy of internal control systems are reviewed by the Audit Committee of the board in its periodical meetings. INFORMATION TECHNOLOGIES: EIIL has traditionally invested in information Technology (IT) to provide effective business solutions amenable to inform decision making. The IT process at EIIL is one of continuous improvement .During the year, EILL standardized all its major applications across all locations on the Oracle Business Suite as an ERP solutions. This exercise was not without the usual teething problems. However, the process seems to have been internalized well in the organization. Needles to state, the ERP system has brought the expected benefits associated with it and would certainly bring in the forthcoming years. HUMAN RESOURCE: Men power is one of the pillars of success at full at EILL. The Company employees nearly 2500 individuals across its various plants and branch locations, who share a passion for excellence. The key attributed of human capital at EIIL, are a rich knowledge base, expertise and experience. The department has IT enable HR systems, wherein oracle business suite (11i.5.9) is being used. The various key functions of the department are as follows. Talent acquisition management Performance management Career & succession planning Compensation and benefits management Training and development Rewards & recognition management Formulation & implementation of HR policies & procedures Employee engagement HR team operates out of Corporate Office in Kolkatta

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BUSINESS LOCATION
Manufacturing locations Batteries:Camper down (Kolkatta)

First modern battery plant established in the year 1938. Plant output : 915 PPS Capacity : 150 Mn
Noida

Taratola (Kolkatta)

Plant output : 2 D sized lines Capacity : 150 Mn

Haridwar

Plant output : 1D sized line Capacity : 160 Mn

Plant output : 2AA Rotary (MJ) lines Capacity : 350 Mn

Chennai

Plant output : 1 D line-false bottom & 2 AA (MJ) lines Capacity : 110 Mn

Selaqui

Hyderabad

Plant output : 1 D sized line Capacity : 160 Mn

Maddur

Plant output : AAA plant Capacity : 90 Mn

Plant output : 1 MJ D Line & 1 AA MJ Line Capacity : 100 Mn & 108 Mn respectively

Flashlights:Tefco (Lucknow) Others Metco (Kolkatta) & Manali (Chennai): Zinc plants Hyderabad: Electrode plant Sales Branches:North : Delhi (Regional Office) Indore, Delhi, Western UP & Jaipur East : Kolkatta (Regional Office) Mumbai & Ahmedabad

South : Chennai (Regional Office) Chennai, Bangalore, Cochin & Hyderabad

Central : Patna & Lucknow

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HR ACTIVITIES
INTRODUCTION
FUNCTIONAL AREAS OF PERSONNEL MANAGEMENT On the basis of various functions which the personnel management generally undertakes, the functional areas of personnel management may be set forth as below: 1. Organizational planning, development and task specialization. 2. Staffing and employment 3. Training and development 4. Compensation, wage and salary administration 5. Motivation and incentives 6. Employee services and benefits 7. Employee records 8. Labour or industrial relations ORGANIZATIONAL PLANNING AND DEVELOPMENT Organizational planning is concerned with the division of all the tasks to be performed in to manageable and efficient units (department, divisions or positions) and with providing for their integration both differentiation and integration are vital for the achievement of predetermined goals. A determination of the needs of the needs of an organization in terms of a companys short and long-term objectives, utilization of technology (industry engineering industrial psychology, and mechanical engineering) of production, deciding about the nature of product to be manufactured, keeping in view the external environment public policy. The planning, development and designing of an organizational structure through the fixing of the responsibility and designing of an organizational structure through the fixing of the responsibility and authority of the employees, so that organizational goals. Development inter-personal relationship through divisions of positions, jobs and tasks; the creation of a healthy and fruitful interpersonal relationship; and the formation of a homogenous, cohesive and effectively interacting informal group.

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STAFFING AND EMPLOYMENT The staffing process is a flow of events which results in a continuous manning of organizational positions at all levels-from the management to the operative level. This process includes manpower planning, authorization for planning, developing source of applications, evaluation of applicants, employment decisions (selection), Offers (placement), induction and orientation, resignation disability, and death). Manpower planning is a process of analyzing the present and future vacancies that may occur as a result of retirements, discharges, transfers, promotions, sick leaves, leave of absence, or other reasons, and an analysis of present and future expansion or curtailment in the various departments. Plans are then formulated for internal shifts or cutbacks in manpower, for the training and development of present employees, for the advertising openings, or for recruiting and hiring new personnel with appropriate qualifications. Recruitment id concerned with the process of attracting qualified and competent personnel for different jobs. This includes the identification of existing sources of the Labor market, the development of new sources, and the need for attracting large number of potential applicants so that a good selection may be possible. Selection process is concerned with the development of selection policies and procedures and evaluation of potential employees in terms of job specification. This process includes development of application blanks, valid and reliable tests, interview technique, employee referral systems, evaluation and selection of personnel in terms of job specifications, the making up of final recommendations to the line management and the sending of offers and rejection letters. Placement is concerned with the task of placing an employee in a job for which he is best fitted, keeping in view the job requirement, his qualifications and personality needs. By induction and orientation is meant the introduction of an employee to the organization and the job by giving him all the possible information about the organizations history, objectives ,philosophy, policies, future development opportunities, products, goodwill in the market and in the community, and by introducing him to other employees with whom and under whom he has to work. Transfer process is concerned with the placement of an employee in a position in which his ability can be best utilized. This is done by developing transfer policies and procedures, counseling employees and line management on transfers and evaluating transfer policies and procedure. Promotion process is concerned with the placement of an employee in a position in which his ability can be best utilized. This is done by developing transfer policies and procedures, counseling and employees and line ip management on transfers and evaluating transfer policies and procedures. Separation process is concerned with the severing of relationship with an employee on grounds of resignation, lay-off, death, disability, discharge or retirement. Exit interviews

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of employees are arranged, causes of Labour turnover are to be analyzed and advice is given to the line management on the causes of, and reduction in, Labour turnover. A number of devices and sub-systems are used in the systems design to manage the staffing process. These are: Planning Tables and Charts. Application Blanks. Interviews. Psychological Tests. Reference Checks. Physical Examinations. Performance Reviews And. Exit Interviews. TRAINING AND DEVELOPMENT It is complex process and is concerned with increasing the capabilities of individuals and groups so that they may contribute effectively to the attainment of organizational goals .this process includes: The determination of training needs of personnel at all levels, skill training, employee counseling, and programs for managerial, and employee development and. Self-initiated development activities (formal education), during off-hours reading and participation in the activities of the community. COMPENSATION, WAGE AND SALARY ADMINISTRATION It is concerned with the process of compensation directed towards remunerating employees for services rendered and motivating them to attain the desired levels of performance. The components of this process are: Job evaluation through which the relative worth of a job is determined. This is done by selecting suitable job evaluation techniques, classifying jobs into various categories, and then determining their relative value in various categories. Wage and salary program consists of developing and operating a suitable wage and salary program, taking into consideration certain facts such as the ability of the organization to pay, the cost of living ,the supply and demand conditions in labor market, and the wage and implemented, and their effectiveness evaluated. The incentive compensation plan includes non-monetary incentives which have to be developed , administered and reviewed from time to time with a view to encourage the efficiency of the employee.

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The performance appraisal is concerned with evaluating employee performance at work in terms of pre-determined norms/standards with view to developing a sound system of rewards and punishment and identifying employees eligible for promotions. For this purpose, performance appraisal plans, techniques and programs are chalked out, their implementation evaluated, and reports submitted to the concerned authorities. Motivation is concerned with motivating employees by creating conditions in which they may get social and psychological satisfaction. For this purpose ,a plan for nonfinancial incentives (such as recognition, privileges, symbols of status ) is formulated ; a communication system is developed, morale and attitude surveys are undertaken, the health of human organization diagnosed and efforts are made to improve human relations in the organization. The line management has to be advised on the implementation of the plan and on the need, areas and ways and means of improving the morale of employees. EMPLOYEE SERVICE AND BENEFITS These are concerned with the process of sustaining and maintain the work force inan organization. They include: Safety provision inside the workshop. For this purpose, policies, techniques, and procedure for the safety and health of the employees are developed; the line management is advised on the implementation and operation of safety programs training has to be given to first line supervisors and workers in safety practices; the causes of accidents have to be investigated and data collected on accidents; and the effectiveness of the safety programmes evaluated periodically. Employee counseling is the process through which employees are givencounsel in solving their work problems and their personal problems. the line management has to be advised on the general nature of the problems which the employees may face from time to time . The medical services include the provision of curative and preventive medical and health improvement facilities for employees, training in hygienic and preventive measures are undertaken. The recreational and other welfare facilities include entertainment services like film shows, sports and games; and housing, educational, transport and canteen facilities, free or at subsidized rates. Suitable policies and programs are framed and efforts are made to administer these services satisfactorily. The effectiveness of such programs has also to be evaluated.

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Fringe benefits and supplementary items are made available to employees in the form i. ii. of:Old age survivors and disability benefits, unemployment and workmans compensation. Pensions, gratuities and such other payments as are agreed upon death benefits, sickness, accidents and medical care, insurance, expenses of hospitals is action, voluntary retirement benefits. Paid rest periods, lunch periods, wash-up time, travel time, get ready time. Payments for time during which no work is done paid vacation o bonus in lieu of vacation, payment for holidays, paid sick and maternity leave. Profit-sharing benefits, stock options contribution to employees, provident fund, employees educational expenditure and special wage payments ordered by the courts. These benefits are usually given to employees in order to tempt them to remain in the organization, to provide them social security, and to reduce absenteeism and Labour turnover. Policies and programs for implementing these have to be properly developed.

iii. iv. v.

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

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RESEARCH METHODOLOGY
NEED FOR THE STUDY

People have always been central to organizations, but their strategic Importance is growing in todays knowledge- based industries. An organization success increasingly depends on the knowledge, skill and abilities of employees, particularly as they help establish a set of core competencies that distinguish and organization from its competitors. With appropriate HR policies and practices an organization can hire, develop and utilize best brains in the market place. A healthy and committed workforce ensures increased efficiency and productivity for organization is based on HR functions keeping in view of significance the researchers has undertaken the study to know the employee opinion regarding the HR activities in the organization. Objective of the study To study the employees opinion towards HR functions in the organization.To offer feasible ways and means to improve the employee morale and satisfaction in the organization. RESEARCH DESIGN Generally the research design is of three types, viz,exploratory, descriptive & casual research design is defined as the specification of methods and procedures for acquiring the information needed. It is a plan of organization frame work, fordoing the collection of data. The research design for this research is descriptive in nature. DESCRIPTIVE STUDY Descriptive research studies are those study which are concerned with describing the characteristics of a particular individual, or a group. In this research, the researchers must be able to define clearly, what he wants to measure and must find adequate methods for measuring it along with a clear cut definition of population he wants to study. The design in such studies must be rigid and flexible and must focus attention on the following. Formulating the objective of the study. Design the methods of data collection. Selecting the sample. Collection the data. Processing and analyzing the data. Reporting the finds. The research design is descriptive in nature and study in mainly based on the data Collected from primary as well as secondary sources.

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DATA SOURCES The data is mainly collected through primary sources and secondary sources. Primary data sources It contains o original information gathered for a specific purpose.The first hand information has been collected through administering the questionnaire by direct contact method and through informal meetings and observations. Secondary data sources It contains information that already exists have been collected for another purpose, the second hand information has been collected through company previous records, annual reports, journals industrial magazines, broachers, internet. RESEARCH APPROACH Survey method is used in the collection of needed information from the respondents. SAMPLING PLAN A it is practical to attempt a survey of the entire population, a limited number of people have been surveyed owing to the time constraint. RESEARCH INSTRUMENT A STRUCTURED questionnaire consisting of 16 questions has been taken as the research instrument. SAMPLING DESIGN It deals with the method of selecting items to be observed for the given data.

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

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DATA ANALASYS AND INTERPRETATION

1. Which one of the following best describes your position in the company.
8 7 6 5 4 3 2 1 0 manager operator work man officer other 0 to 2 3 to 5 6 to 8 9 to 10 more than 10

INFERENCE People who are working for a long time are obtaining the position of managers & officers of various departments .This shows that Eveready always gives preference to experienced persons. 2. In which department do you work in.
9 8 7 6 5 4 3 2 1 0 personnel accounts quality production other

0 to 2 2 to 4 4 to 6 6 to 8 more than 10

INFERENCE

In noida plant there are fewer employees in personnel department in comparison with other department. Eveready emphasizes more on quality control thats why they employ more people in quality contrl.

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3.

How long you have been working with the company

35.0 30.0 25.0 20.0 15.0 10.0 5.0 0.0 0 TO 2 2 TO 4 4 TO 6 5.9 17.6 21.6

31.4 23.5

Series1

6 TO 8

MORE THAN 10

INFERENCE

More than 31% people are working for 6-8 years ,23.5% people are working for more than 10 years & 21 % people are working for 4-6 years. 4. How satisfied are you with your job in EIIL, noida.
16 14 12 10 8 6 4 2 0 highly satisfied satisfied neutral dissatisfied highly dissatisfied 0 to 2 2 to 4 4 to 6 6 to 8 more than 10

INFERENCE

People who are working for more years are more satisfied ,people who are working for more than 5 years are mostly satisfied.

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5. How committed are you for a long term career in EVEREADY

8 7 6 5 4 3 2 1 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 high low neutral dont know

INFERENCE

As seen in the diagramme people who are working for longer time arte are more commited towards work,this shows how satisfied the employees are in EIIL,noida. 6. Which shift is more comfortable for you to work efficiently ?
10 9 8 7 6 5 4 3 2 1 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 A B C G

INFERENCE: People who are working for 4 -10 years mostly like to work in A shift, second preferred shifts are B.

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7. Are you satisfied with the grievances handling in a timely & properly manner ?
20 18 16 14 12 10 8 6 4 2 0 yes no need to change cant say total 6 to 8 0 to 2 2 to 4 4 to 6

INFERENCE: From the above table we can say that people who are working more than 4 years are more satisfied with the grievance handling process.

8. Are you satisfied with the current work environment ?

16 14 12 10 8 6 4 2 0 highly satisfied satisfied neutral dissatisfied highly dissatisfied 0 to 2 2 to 4 4 to 6 6 to 8 more than 10

INFERENCE 80 % of the employees are satisfied with their working environment & 8 % are highly satisfied with theier working environment .

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9. Are you satisfied with the current employee welfare scheme in NATCO ?
10 9 8 7 6 5 4 3 2 1 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 yes no need to change cant say

INFERENCE 72 % people are satisfied with the employee welfare scheme,21 % people think that there should be some change in employee welfare scheme & 7 % are not satisfied with their welfare scheme .

10. How satisfied are you with the current payroll in EVEREADY ?
12 10 8 high 6 4 2 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 neutral low dont know

INFERENCE 79 % people are highly satisfied with their current payroll in EIIL.

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11. How likely would you be to refer a friend to EVEREADY as a place to work?
9 8 7 6 5 4 3 2 1 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 high low neutral dont know

INFERENCE 84% people who are working more than 6 years are highly commited to preffer other people to work in EIIL.47% people are are so much commited to refer other people to work in EIIL.

12. How much satisfied the employees when you solve their problems ?
10 9 8 7 6 5 4 3 2 1 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 low high average dont know

INFERENCE 89% people areaverage satisfied when they solve their problems,9 % are highly satisfied when they solve their problems.

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13. What types of procedure you preffer while lodging your complaint in your department .
12 10 8 oral 6 4 2 0 0 to 2 2 to 4 4 to 6 6 to 8 more than 10 written other

INFERENCE 91% people preffer to lodge complaint in writing through the various types of forms are provided in EIIL & 7 % people advise that that there should be other procedures to lodge complaint.

14. How satisfied are you with the employee evaluation process ?
12 10 8 6 4 2 0 highly satisfied satisfied neutral dissatisfied highly dissatisfied 0 to 2 2 to 4 4 to 6 6 to 8 more than 10

INFERENCE 81.2% people are satisfied & highly satisfied with the current evaluation process.

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FINDINGS
People who are working for a long time are obtaining the position of managers & officers of various departments .This shows that Eveready always gives preference to experienced persons. In noida plant there are less employees in personnel department in comparison with other department .Eveready emphasise more on quality control thats why they employ more people in quality control. More than 31% people are working for 6-8 years ,23.5% people are working for more than 10 years & 21 % people are working for 4-6 years. People who are working for more years are more satisfied ,people who are working for more than 5 years are mostly satisfied. As seen in the diagramme people who are working for longer time arte are more commited towards work,this shows how satisfied the employees are in EIIL,noida. People who are working for 4 -10 years mostly like to work in A shift, second preferred shifts are B. From the above table we can say that people who are working more than 4 years are more satisfied with the grievance handling process. 80 % of the employees are satisfied with their working environment & 8 % are highly satisfied with theier working environment . 72 % people are satisfied with the employee welfare scheme,21 % people think that there should be some change in employee welfare scheme & 7 % are not satisfied with their welfare scheme . 79 % people are highly satisfied with their current payroll in EIIL. 84% people who are working more than 6 years are highly commited to preffer other people to work in EIIL.47% people are are so much commited to refer other people to work in EIIL. 89% people areaverage satisfied when they solve their problems,9 % are highly satisfied when they solve their problems. 91% people preffer to lodge complaint in writing through the various types of forms are provided in EIIL & 7 % people advise that that there should be other procedures to lodge complaint. 81.2% people are satisfied & highly satisfied with the current evaluation process. Employees answered that the working environment , employee welfare activities ,safety measures, timing of various shifts etc are the best things in EVEREADY Mostly employees emphasized on some change in current salary structure & they also wanted some change in grievance handling procedure.

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

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QUESSIONAIRE FOR MEASUREMENT OF EMPLOYEE SATISFACTION LEVEL:

1. Which one of the following best describes your position in the company . a) manager b) operator c) work-man d) officer e) other 2. In which department do you work in a) personnel b) accounts c) quality control d)production e)other 3. How long you have been working with the company a) 0-2 b)2-4 c) 4-6 d)6-8 e)more than 10 4. How satisfied are you with your job in EIIL ,noida. a) highly satisfied b) satisfied c)neutral d) dissatisfied e) highly dissatisfied 5. How committed are you for a long term career in EVEREADY a) high b) low c) neutral d) dont know 6. Which shift is more comfortable for you to work efficiently ? a) A b) B c) C d)G 7. Are you satisfied with the grievances handling in a timely & properly manner ? a) yes b)no c)need to change d)cant say 8. Are you satisfied with the current work environment ? a) highly satisfied b)satisfied c)neutral d)dissatisfied e)highly dissatisfied 9. Are you satisfied with the current employee welfare scheme in NATCO ? a) yes b)no c)need to change d) cant say 10. How satisfied are you with the current payroll in EVEREADY ? a) high b) neutral c) low d) dont know 11. How likely would you be to refer a friend to EVEREADY as a place to work? a) high b) low c) neutral d) dont know 12. How much satisfied the employees when you solve their problems ? a) low b) high c) average d) dont know 13. What types of procedure you preffer while lodging your complaint in your department ? . a) oral b) written c) other 14. How satisfied are you with the employee evaluation process ? a) highly satisfied b)satisfied c)neutral d)dissatisfied e)highly dissatisfied
please write your comments on the following :

15. Whats are the best things in EVEREADY ?

16.What changes would you like to see in future in NATCO,noida ?

NAME : MOBILE NO :

TOKEN NO :

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BIBLIOGRAPHY
PERSONNEL/HUMAN RESOURCE MANAGEMENT -STEPHEN P.ROBBINS (Prentice-hall of India private ltd, NEW DELHI) HUMAN RESOURSE AND PERSONNEL MANAGEMENT -K.ASVATHAPPA ( Tata McGraw-Hill publishing company ltd, New Delhi) HEXAGON

Websites
http://www.evereadydy.com http://www.google.com Eveready Battery Company, Inc.

Privacy Policy, retrieved 2010-10-30 Misell History of Batteries (and other things) Flashlight Museum US Patent 2960558 (English) Patent number: 617592 by David

Energizer Holdings History International Directory of Company Histories. Retrieved 201010-30 "Assault and battery: The fall of the Ever Ready empire". London: The Independent. 27 June 1993. Retrieved 2010-02-20.

Where we work, Energizer website. Retrieved 2010-10-30 Jacko IMDB Pep Boys Offers ENERGIZER Automotive Batteries with Lifecycle Technology "Eveready weighs recharge options". Telegraph. 2005-03-15. http://www.scribd.com/doc/11267874/100-Worst-Corporations-Last-10-Years-From-theVery-Excellent-Magazine-Multinational-Monitor "Eveready to acquire controlling stake in French firm". Reuters India. 2009-05-15. "Eveready to roll out 2 new lighting products". Business Standard. 2009-02-03. "Eveready: And then there was light". afaqs. 2009-06-01. "Eveready rolls out TVC to promote Eveready Ultima". Campaign India. 2009-05-27.

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