SUMMER TRAINING REPORT

ON
“EMPLOYEES SATISFACTION”
In
Submitted to
GURUGRAM UNIVERSITY, HARYANA

In partial fulfillment of the requirements for the award of the degree of

BACHELORS OF BUSINESS ADMINSTRATION

(V SEMESTER)

Submitted To : Submitted To :
Controller Of Examination Divyanshu
Gurugram University, Roll No : 1210321010133
Gurugram (Haryana) University Roll No : 211270250128

DRONACHARYA GOVERNMENT
COLLEGE, GURUGRAM
 ACKNOWLEDGEMENT

This project work which is my first step in the field of

professionalism has been successfully accomplished only because of my
timely support of my well wishers. I would like to pay my sincere thanks
to those, who directed me at every step in my project work.

I extended my sincere thanks and gratitude towards Mrs Varsha Bansal

for his help and valuable support thorough out of the team of the project.

Divyanshu
BBA 5TH SEM
 CANDIDATE'S DECLARATION
CERTIFICATE

I hereby certify that the work which is being presented in the report
entitled “EMPLOYEE SATISFACTION IN JSL ARC. Ltd.” by “Divyanshu” in
partial fulfillment of requirements for the award of degree of BBA
submitted to Department of (“ MANAGEMENT ”) of DGC College at
Gurugram University is an authentic record of my own work carried
out during a period from “01 June 2023 to 01 July 2023” under the
supervision of Ms. Sushmita Acharye.

Signature of the Student

This is to certify that the above statement made by the candidate is correct to
the best of my knowledge

Signature of the SUPERVISOR(S)

 Table of Contents

1. Introduction.............................................................................…..1-18
a) Introduction of the project...........................................................1-7
b) Company Profile .................................................................... 8-16
c) Objective of the Study ..................................................................17
d) Scope of the Study ...…………...……………………........…….18
2. Data Analysis and Interpretation ...................................……..19-39
a) Analysis and Interpretation……………..………………….....19-38
b) Findings……………………………………..…………..…….....39
3. Conclusions and Suggestions…………………...……….....….40-43
a) Conclusion……………………………..……………...................40
b) Suggestions…………...……………...…………………….…41-42
c) Limitations……………………………………………………….43

d) Bibliography…...……………………………...…………………44
INTRODUCTION
INTRODUCTION TO THE PROJECT
Organization is nothing but a group of people whose activities
have been planned & coordinated to meet organization objectives. An
organization that exists to produce & services has a good chance to
service & prosper it. It consists of right people.

The vast majority of people work to support themselves & their

families. But people work for many other reasons other than economic
security e.g. many also work to keep busy & feel useful, to create &
achieve something. They want to gain recognition & achiever status or
to test & stretch their capabilities. To meet these multifarious needs,
people & organization join forces.

The biggest challenge to an the manager is to make all employees

contribute to the success of the organization in an ethical & socially
responsible way. The society well-being, to a large extend depends on its
organization particularly business organization. It is the business
organization which makes goods & service available, provided job,
generate wealth & land stability & security to the people.

To assist employees in achieving their personal goals, at least in so for as

these goals enhance the individual’s contribution to the organization.
Personal objective of employees must be met if workers leave the
organization is to be maintained retained & motivated. 1.
Otherwise, employee performance & satisfaction may decline &
employee may leave the organization.

Human resource is the important factor of the organization. If this factor

is not satisfied or not work properly then organization cannot achieve
their target.

For that purpose employees are of ten asked to supply JSL Arc.
Ltd. information about the content of job, given their familiarity with it.
An organization expects accurate information about the job as well as
organization also concerned about the employee’s reaction to having
their jobs analyzed. In order to prevent employee dis-satisfaction
uncertainty & anxiety, organization should communicate the reason for
conducting the job analysis & keep the employee informed about
employee satisfaction process.

Organization must meet their goals by which employees feel

satisfied in their work lines due to the key strength of the company
determined by the human power of the organization. Basically two types
of functions performed by HR Manager these are operative &
managerial both functions are helpful to get the employee satisfaction
working in the company.

2.
 FUNCTION OF HRM

Operation Functions Managerial Function

EMPLOYEE
SATISFACTION

➢ Wages
➢ Nature of work
➢ Promotion Chances
➢ Supervision
➢ Work Group
➢ Working Conditions

3.
 ➢Employee satisfaction surveys are a JSL Arc. Ltd. tool to a measure
and benchmark the satisfaction of employees. Local and
productive employees are any b`usiness’s most JSL Arc. Ltd. asset,
yet few take time to measure their employees’ satisfaction. Even
fewer track how this measure moves over time.

➢High employee satisfaction levels can reduce employee turnover.

Dissatisfied employees tend to perform below their capabilities,
result in high turnover of staff and leave their jobs relatively
quickly and are not very likely to recommend the company as an
employer.

➢Employee satisfaction research give employees ‘a voice’ and also

allow the pinpointing of problematic areas leading to the raising of
staff satisfaction levels, developing and reviewing of staff
management and optimizing corporate communication.

➢ Issues covered include the current workplace situation,

management styles/attitudes, internal communications, workplace
atmosphere, corporate culture/vision and image.
Employee satisfaction research encompasses many different research
techniques but the measurement of satisfaction is only the first step to
improving employee satisfaction. 4.
Job Satisfaction is influenced by:
Opportunity

Stress

Leadership

Work Standards

Fair Rewards

Adequate

Research done by various researcher shows that satisfied, motivated

employees will create higher customer satisfaction and in turn positively
influence organizational performance. Noticing this trend, many
organizations are investing in measuring and quantifying employee
opinions and attitudes by incorporating Employees Satisfaction Surveys
into their existing HR and organizational processes.
By establishing frequent and consistent employee feedback
processes, enterprises can retain and develop their most JSL Arc. Ltd.
asset: employees.

5.

Benefits of Employee Satisfaction:

More Accurate Perspective:
Organization achieve a more accurate view of current policies and a
more clear perspective of issue that are of priority to employees than
others, such as benefits versus career development, versus
compensation.
Increased Employee Loyalty:
By quantifying and analyzing employee attitudes and opinions,
enterprises can identify problem areas and solutions to create a
supportive work environment encouraging a motivated and loyal
workforce.
Training Needs Assessment:
Employees Satisfaction Surveys aid in developing individual goals
and career potential. With more insight into their opinion and attitudes,
management can establish professional development initiatives.
Improved Customer Service:
Because motivated employees are critical to improved
organizational initiative, such as increasing customer satisfaction,
enterprises that value had strive for greater employee satisfaction
ultimately create higher customer satisfaction.

6.
 A comprehensive employee satisfaction process can be keys to a
more a motivated and loyal workforce leading to increased customer
satisfaction and overall profitability for an enterprise.

7.
COMPANY PROFILE

JSL ARCHITECTURE LTD.

8.
INTRODUCTION TO COMPANY

Jindal Stainless Limited

A part of the O P Jindal group, Jindal Stainless Limited (JSL) is India’s
largest and the only fully integrated Stainless Steel manufacturer. Jindal
Stainless has grown from an indigenous single-unit Stainless Steel plant
in Hisar, Haryana, to the present multi-location and multi-product
conglomerate.JSL is a globally recognized producer of Stainless Steel
flat products in Austenitic, Ferritic, Martensitic and Duplex grades.

JSL Architecture Ltd.

JSL Architecture Ltd. essentially epitomizes the versatility and
innovative possibilities that only stainless steel can justify and signifies
Jindal S0tainless Limited impassioned efforts to bring stainless steel
closer to common place applications and offers technical & aesthetic
solutions for Architecture - Building and Construction –ABC industry.
JSL Architecture Ltd., (arc) offers state-of-the-art architectural and
design solutions in the spectacular medium of Stainless Steel. Deriving
an unparalleled edge over existing industry players. arc raises the
9.
bar equipped with Jindal Stainless Limited strong fully integrated value-
chain of raw materials to end user solutions to match! With inherent
ethos and leadership responsibility.JSL Architecture Ltd. has taken the
initiative to promote Stainless steel products and technology solutions to
cater to the emerging market of Stainless Steel for Architecture, Building
and Construction (ABC) in India. The company specializes in complete
design, fabrication and installation of high quality stainless steel
architectural metal-works with an in-house design team comprising of
architects, product designers and engineers to provide the clients with a
flexible and creative approach in achieving spectacular and unique
design solutions. The manufacturing facility is strategically located near
Delhi (Bilaspur Manesar, Haryana), equipped with state-of-the-art CNC
(Computer Numerical Control) machineries commissioned in March
2004 for fabrication and machining of specialty components in stainless
steel.
Arc one of the firsts in India with such a wide range of products and
solutions in Stainless Steel, the Green material,sustainable and
completely recyclable. Apart from its range of Stainless Steel offerings
for the consumer end, arc has also been one of the key catalysts in
transforming and modernizing the Urban Infrastructure in India.
Needless to mention arc has already registered its presence in the
beautification of important airports and Metros in India namely Delhi,
10.
Mumbai, Bangalore and Hyderabad. In addition to these, arc has also
adorned Delhi and Mumbai roads with Stainless Steel Bus Q Shelters
and for creating some innovative products for Indian Railways & Metro.

The company has been a pioneer in its true sense in bringing such a wide
range of products for the consumers.

VISION
To be a leading Management Consulting Organization
that helps companies to apply modern management as a
way of life.

Mission
• Attain product leadership through state of art processing facilities and
practices
• Increase business share in the market with a
focus on specific sectors
• Create new markets by promoting special
finishes in Stainless Steel
• Continuously reach out to new customers
• Timely delivery of products as per Customers Quality requirements
• Comply with all applicable Statutory / Regulatory requirements
• Minimize Energy Consumption and Steel Waste 11.
Product Profile
• Slabs – Cast in single strand slab caster of steel melt shop. Liquid steel
is produced through electric arc furnace and then casted into a slab.
• Blooms – Cast from twin stand bloom caster at steel melt shop. Liquid
steel is produced through electric arc furnace- AOD convertor- ladle
refining furnace route.
• Hot Rolled Coil – Cast slabs are first heated and soaked in reheating
furnace, rolled in roughing mill to intermediate thickness and then rolled
to final thickness at steckel mill.
• HRAP – Hot rolled coils are annealed and pickled to have cleaner
surface and better mechanical properties.
• Cold Rolled coil
• Plates – High quality finish plates are produced after annealing and
pickling or by cutting hot rolled annealed pickled coils to desired
lengths.
• Coin Blanks – JSL has been supplying stainless steel coin blanks to
Indian Government Mint and Foreign Mint for making coins.
• Precision Strips
• Blade Steel (Razor blade)

12.
VARIOUS FUNCTIONS:
The company has different departments to ensure smooth functioning of
the plant and to meet customer’s expectations. The major functions of
various departments are as follow:
1) MARKETIG
2) DESIGN & DEVELOPMENT
3) PRODUCT PLANNING & CONTROL
4) TOOL ROOM
5) MATERIALS
6) PRODUCTION (FORGING)
7) HEAT TREATMENT
8) FINISHING
9) QUALITY ASSURANCE
10) LABORATORY
11) PRODUCTION (SEC)
12) MAINTENANCE
13) FINANCE
14) HUMAN RESOURCE DEPARTMENT
15) SYSTEM INTEGRATION GROUP

13.
ANALYSIS OF DATA &
INTERPRETATION OF
SATISFACTION LEVEL
OF EMPLOYEES
1.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
COMMUNICATION WITH SUPERIOR
Table-1

Various Response %age

Strongly Agree 35
Agree 37
Neutral 8
Disagree 20
Strongly Dis-agree 0
Total 100
Graph-1

Disagree
20%
Strongly Agree Strongly Agree
35.00%
Neutral Agree
8% Neutral
Disagree
Strongly Disagree

Agree
37.00%

Interpretation:-
35% employees strongly agree that superior communicate to them what
they expect and 37% employees are also quite but 8% employees are not
agree with this statement and 20% employees are disagree with the
statement. 19.
2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
INTEREST OF JOB
 Table-2

Various Response %age

Strongly Agree 20
Agree 50
Neutral 16
Disagree 14
Strongly Dis-agree 0
Total 100
Graph-2

Disagree Strongly Agree

14% 20.00%

Strongly Agree
Neutral Agree
16% Neutral
Disagree
Strongly Disagree

Agree
50.00%

Interpretation:- 20% employees states their job are very interesting

and 50% employees also quite satisfy with the nature of the job they
perform but 16% are neutral and 14% are disagree with interest of job.
20.
3.) SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS
PROVIDED BY COMPANY
Table-3
Various Response %age
Strongly Agree 36
Agree 40
Neutral 8
Disagree 16
Strongly Dis-agree 0
Total 100
Graph-3

Disagree
16%
Strongly Agree Strongly Agree
Neutral
36.00% Agree
8%
Neutral
Disagree
Strongly Disagree

Agree
40.00%

Interpretation:- 36% employees are very much satisfaction with

holidays provided by organization and 40% employees are quite
satisfied but 8% employees neutral with the statement and 16%
employees are dissatisfied with holidays by the company. 21.
4.) SATISFACTION LEVEL OF EMPLOYEES ABOUT
WORKING HOUR
Table-4
Various Response %age
Strongly Agree 28
Agree 50
Neutral 8
Disagree 10
Strongly Dis-agree 4
Total 100
Graph-4

Strongly Disagree
4%
Strongly Agree
Disagree 28.00%
10%

Neutral Strongly Agree

8% Agree
Neutral
Disagree
Strongly Disagree

Agree
50.00%

Interpretation:-28% employees are very satisfied with their working

hour in the organization and 50% employees are also satisfied with
working hour, 8% employees are quite satisfied, 10% people are
disagree and 4% employees are strongly disagree with their working
hour in the organization. 22.
5.) SATISFACTION LEVEL OF EMPLOYEES ABOUT
TRAINING & DEVELOPMENT
Table-5

Various Response %age

Strongly Agree 20
Agree 30
Neutral 12
Disagree 16
Strongly Dis-agree 22
Total 100
Graph-5

Disagree
20%
Strongly Agree Strongly Agree
35.00% Agree
Neutral
8% Neutral
Disagree
Strongly Disagree
Agree
37.00%

Interpretation:- 20% employees are very much satisfied with training

& development Program provided by company and 30% employees are
satisfied with training & development 12% employees are quiet satisfied
with training & development 16% employees are not satisfied and 22%
employees are strongly disagree. 23.
6.) SATISFACTION LEVELOF EMPLOYEES ABOUT
AUTHORITY & RESPONSIBILITY
Table-6

Various Response %age

Strongly Agree 8

Agree 64

Neutral 12

Disagree 12

Strongly Dis-agree 4

Total 100
Graph-6

Strongly Agree
8.00%

Strongly Disagree
4%

Disagree
12%
Strongly Agree
Neutral Agree
12% Neutral
Disagree
Strongly Disagree
Agree
64.00%

Interpretation:- 8% employment are very satisfied with authority &

responsibility and 64% employees are satisfied and 12% employee are
quite satisfied but 12% employees are dissatisfied and 4% employees are
very dissatisfied with and 4% employees are very dissatisfied. 24.
7.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SAFETY
MEASURES
Table-7

Various Response %age

Strongly Agree 12
Agree 60
Neutral 16
Disagree 12
Strongly Dis-agree 0
Total 100
Graph-7

Strongly Agree
12.00%
Disagree
12%

Neutral Strongly Agree

16% Agree
Neutral
Disagree
Strongly Disagree

Agree
60.00%

Interpretation:- 12% employee are very much satisfaction with safety

measures. 60% employees are satisfied and 16% employees are quite
satisfied and 12% employees are disagree with safety measures provided
by organization. 25.
8.) SATISFACTION LEVEL OF EMPLOYEES ABOUT CO-
OPERATION FROM CO-WORKERS
Table-8

Various Response %age

Strongly Agree 16
Agree 62
Neutral 12
Disagree 10
Strongly Dis-agree 0
Total 100
Graph-8

Strongly Agree
16.00%
Disagree
10%

Neutral
12% Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Agree
62.00%
Interpretation:-16% employees are very much satisfied with co-
operation from their co-workers and 72% employees are satisfied and
12% employees are quite satisfied and10% employees are disagree with
co-operation from their c-workers. 26.
9.) SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION
TAKEN BY SENIOR FOR EMPLOYEES GREIVENCES
Table-9

Various Response %age

Strongly Agree 16
Agree 48
Neutral 24
Disagree 8
Strongly Dis-agree 4
Total 100
Graph-9
 Strongly Agree
16.00%

Strongly Disagree
4%

Disagree
8%
Strongly Agree
Agree
Neutral
24%
Neutral
Disagree
Strongly Disagree
Agree
48.00%

Interpretation:-16% employees are very much satisfied with action

taken by seniors for employees grievances and 48% employees are
satisfied and 24% employees and 24% employees are quite satisfied but
8% employees are dis-satisfied action taken by seniors for employees
grievances and 4% employees are very dis-satisfied. 27.
10.) SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED
BACK METHOD USES BY THEIR SENIOR.
Table-10

Various Response %age

Strongly Agree 16
Agree 50
Neutral 16
Disagree 18
Strongly Dis-agree 0
Total 100
Graph-10

Strongly Agree
Disagree 16.00%
18%
Strongly Agree
Agree
Neutral Neutral
16% Disagree
Strongly Disagree

Agree
50.00%

Interpretation:-16% employees are very much satisfied with feedback

method used by their senior and 50% employees are satisfied, 16%
employees are quite satisfied and 18% people are disagree with feedback
method used by their senior. 28.
11.) SATISFACTION LEVEL OF EMPLOYEES ABOUT
PROMOTION POLICY
Table-17

Various Response %age

Strongly Agree 16
Agree 20
Neutral 20
Disagree 28
Strongly Dis-agree 16
Total 100
Graph-17

Strongly Agree
16.00%

Strongly Disagree
16%
Strongly Agree
Agree
Agree Neutral
Disagree 20.00% Disagree
28% Strongly Disagree

Neutral
20%

Interpretation:-16% employees are very much satisfied with promotion

policy. 20% employees are satisfied and 20% employees are quite
satisfied but 28% employees are dissatisfied and 16% employee are very
dissatisfied with promotion policy. 35.
12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
PERFORMANCE APPRAISAL SYSTEM
Table-18

Various Response %age

Strongly Agree 12
Agree 52
Neutral 12
Disagree 16
Strongly Dis-agree 8
Total 100
Graph-18

Strongly Agree
12.00%

Strongly Disagree
8%

Disagree
16% Strongly Agree
Agree
Neutral
Neutral Disagree
12% Strongly Disagree
Agree
52.00%

Interpretation:-12% employees are very much satisfied with their

performance appraisal from their superior. 52% employees are satisfied
and 12% employees are quite satisfied with their performance appraisal
system but 16% employee are disagree and 8% employee are strongly
disagree with their performance appraisal system. 36.
13.) SATISFACTION LEVEL OF EMPLOYEES ABOUT
WELFARE ACTIVITIES
Table-19

Various Response %age

Strongly Agree 0
Agree 48
Neutral 16
Disagree 20
Strongly Dis-agree 16
Total 100
Graph-19

Strongly Disagree
16%
Strongly Agree
Agree
Agree
Disagree Neutral
48.00%
20% Disagree
Strongly Disagree

Neutral
16%

Interpretation:- 48% employees are satisfied with their welfare

activities and 16% employees are quite satisfied but 20% employee are
disagree and 16% employee are strongly disagree with their welfare
activities. 37.
14.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
FUTURE GROWTH IN THE COMPANY
Table-20

Various Response %age

Strongly Agree 12
Agree 52
Neutral 20
Disagree 8
Strongly Dis-agree 8
Total 100
Graph-20

Strongly Agree
12.00%

Strongly Disagree
8%

Disagree
8%
Strongly Agree
Agree
Neutral Neutral
20% Disagree
Strongly Disagree
Agree
52.00%

Interpretation:-12% employees are very much satisfied about their

future growth in the company. 52% employees are satisfied and 20%
employees are quite satisfied with their career but 8% employee are
disagree and 8% employee are strongly disagree about their future
growth 38.

FINDINGS
➢ Local talents need to be recruited in JSL Arc. Ltd.
➢ JSL Arc. Ltd. needs to focus on betterment of society.
➢ Training is not made as per new requirement.
➢ Promotion and increment policy needs to be revised.
➢ Self appraisal is required.
➢ More outdoor tours are needed for training.
➢ Management policies are not discussed with every dept. before
implementation.
➢ Canteen’s food & snacks are not hygienic of good quality &
cheaper rate.
➢ Morale building is required.
➢ Need to improve information system.
➢ Management policy needs to be transparent.
➢ Need to pay attention on promotion at lower level.
➢ Working facilities like gloves, glasses, helmets & fans etc. needs
improvement .
➢ Conveyance facilities need to be provided.

39.
CONCLUSION

CONCLUSION
In conclusion it can be said that employees in JSL Arc. Ltd. is satisfied
with the communication with their superiors. They are satisfied with
their interest of job. They are satisfied with holidays provided to them.
They are also satisfied with their working hour of their job. Employees
are not so much satisfy with their training and development program
provided to them. They are satisfied with the authority and responsibility
given to them. Employees in JSL Arc. Ltd. are satisfied with the safety
measures used in the organization. They are also satisfied with the co-
operation from co-workers. They are also satisfied with the action taken
by their seniors for employee grievances. Employees are not satisfied
with their reward and recognition system. Food provided in the canteen
is not up to the mark. Employees are not so much satisfied with their
salary. They are also not much satisfied with their workplace and
promotion policy. They are not satisfied with the welfare activities.

40.

SUGGESTIONS
➢Adequate rewards must be given to the employee either rewards may
in the form of monitory & non-monitory.

➢Employees must be recognized by their potential or efforts apply in

their jobs.

➢The food provided to the employees must be hygienic & of good

quality in course of health of the employees.

➢Salary must be provided to the employees according to their potential.

➢Adequate welfare activities should be adopted by company in regular

intervals.

➢Conflicts should be handled efficiently & proper process should be

adopted.

➢Grievance should equally with all the employee working in the

organization.

➢Plans made should be strictly implemented it should not be in papers.

➢Company should start its own conveyance facility for the comfort of
employees.

41.

➢Company should start medical claim & insurance scheme for each
category of employees.
➢Meditation or yoga classes should be started so as to reduce the stress
of employee.

➢There’s need to focus more on fulfilling social responsibility towards

society.

42.

LIMITATIONS
➢ Sample size does not exactly represent the total population.

➢ Language problem while interacting with few south Indian

employees.

➢ Response from respondents may be different from actual view.

Respondents might not disclose actual views.

➢ As the study was conducted at one branch (group) only, result

involving may not be true at zonal level.

43.

BIBLIOGRAPHY
➢ Kothari. C.R. Research Methodology- Methods and techniques,
New Delhi, Wiley International Ltd.,2012
➢ Aswathappa.. K. Organizational Behavior, New Delhi, Himalaya
Publishing House, 2014.
➢ Raom V.S.P Human Resource Management – Text & Cases, New
Delhi, Excel Books, 2013.
➢ Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for
Distance Learning, April, 2012.
➢Stephan P. Robbinson, Organizational Behavior, New Delhi,
Prentice Hall of India, 2011.
➢Websites:- www.jsl.com
www.jslarc.com

44.