A

SUMMER TRAINING PROJECT REPORT

ON
EMPLOYEE SATISFACTION” & “HUMAN RESOURCE PRACTICES

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF

BACHELOR OF BUSINESS ADMISTRATION

(SESSION 2021-2024)

BIRLA INSTITUTE OF TECHNOLOGY

DEEMED UNIVERSITY IN RANCHI, JHARKHAND

SUBMITTED TO: SUBMITTED BY:

BIT EXTENSION CENTRE ADIB PATHAN

LALPUR BBA/40559/21

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 DECLARATION

I Adib Pathan, student of 5 th semester, studying at Birla Institute of

Technology, Lalpur, hereby declared that the report of the project
work entitled “Importance of employee satisfaction and human
resource practices in Grasim Industry ltd Chemical Division Rehla.”
submitted to Birla Institute of Technology, Lalpur Ranchi.

I assert that the statements made, and conclusions drawn are an

outcome of the project work. All information included from other
sources has been duly acknowledged.

This summer training/internship report is not being submitted to any

other university for the award of any other Degree, Diploma, or
Fellowship.

Date: -
Place: -
Signature: -

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 CERTIFICATE

This is to certify that project on “IMPORTANCE OF EMPLOYEE

SATISFACTION” and “HUMAN RESOURCE PRACTICES” in
Grasim Industry Ltd Chemical Division Rehla has been conducted by
Adib Pathan from 19.06.2023 to 28.07.2023 under my supervision in
partial fulfillment of his BBA programme at BIT Extension Lalpur,
Ranchi.

I am satisfied with her performance and study conducted by him at

Grasim Industry-Rehla Division.

MR. AJIT TIWARI MR. PRANAB PANDA

( HR HEAD) (DEPARTMENT HEAD)

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 CERTIFICATE OF APPROVAL

The foregoing training report entitled “IMPORTANCE OF EMPLOYEE

SATISFACTION” and “HUMAN RESOURCE PRACTICES”, is hereby approved
as a creditable study of project topic and has been presented in satisfactory manner
to warrant its acceptance as prerequisite to the degree for which it has been
submitted.

It is understood that by this approval, the undersigned do not necessarily endorse

any conclusion drawn or opinion expressed therein but approve the training report
for the purpose for which it is submitted.

(Internal Examiner) (External

Examiner)

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 ACKNOWLEDGMENTS

I am pleased to present the project report on "IMPORTANCE OF EMPLOYEE

SATISFACTION” & “HUMAN RESOURCE PRACTICES” to Birla Institute of
Technology, Extension Centre, Ranchi in the printed form. I am grateful to MR.
AJIT TIWARI (Functional Head HR) and MR. PRANAV PANDA (Department
Head HR) for providing me with the opportunity to complete my BBA summer
internship at their organization. Their support and guidance helped me to
understand the business world and gain valuable experience in my field.

From the moment I started my internship, MR. ABHAY DRIVEDI and MRS.
VENUS TIWARI (Section Head HR) provided me with clear direction and
expectations, as always available to answer my questions and provide valuable
feedback. Their expertise and guidance helped me to understand the inner
workings of the company and the industry, and allowed me to make the most of
my internship.

I am also thankful for MR. SUMIT SIR (HR) time and effort, and for the valuable
knowledge and skills I have gained during my internship and for the opportunity
and his commitment to my professional development.

THANKING YOU

ADIB PATHAN

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 CONTENT
CHAPTER TITLE PAGE NO.

CHAPTER 1 PROJECT OBJECTIVE 07-08

AND EXECUTIVE
SUMMARY
CHAPTER 2 ABOUT ADITYA BIRLA 09-25
GROUP
 HISTORY OF ABG
 COMPANY
PROFILE
 INSPIRING STORY
OF ABG
 OWNER
CHAPTER 3 GRASIM INDUSTRIES 26-34
LTD.
CHAPTER 4 HUMAN RESOURCE 35-60
PRACTICES
CHAPTER 5 A STUDY OF EMPLOYEE 61-64
SATISFACTION
CHAPTER 6 REVIEW LITERATURE 65-67

CHAPTER 7 DATA ANALYSIS AND 68-84

INTERPRETATION

CHAPTER 8 FINDINGS & 85-99

SUGGESTIONS
 FINDINGS
 SUGGESTIONS
 CONCLUSION
 APPENDIX
 REFERENCES

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 CHAPTER -1

PROJECT OBJECTIVE & EXECUTIVE SUMMARY

PROJECT TITLE: - A STUDY OF “EMPLYOEE SATISFACTION” AND
“HUMAN RESOURCE PRACTICES” OF "GRASIM INDUSTRIES"
CHEMICAL DIVISION REHLA

OBJECTIVE OF STUDY –
Employee satisfaction is a top priority for most businesses with good reason. Aside
from being nicer to be around, happy and fulfilled workers tend to be more
motivated and productive than staff members who feel frustrated, sidelined or
dissatisfied.

The main objective of the study is: -

 To study the employee’s perception towards Organization.

 To study the attitude of the employees towards their work.
 To identify the factors that motivates the employees.
 To give suggestion for the growth and perspective of the company.
 To check the degree of satisfaction of employees.
 To reduce turnover.

Executive summary-
The Indian chemical industry is ranked 12th largest in the world, growing at more
than 12.5%
Yearly. The USD 80 billion Indian chemical industry comprises basic chemicals,
and its products,
petrochemicals, fertilizers, paints, gases and pharmaceuticals. The chemical sector
contributes 17.6% in the output of the manufacturing sector, 13-14% in total
exports and 8-9% in total imports of the country. It accounts for about 3% of the
country's GDP. A lot of foreign players are encroaching into the Indian chemical
market by way of joint venture to establish their presence.
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The country has the potential and aptitude to become the top two exporters of
specialty chemicals from developing country together with China, given that India
has the necessary capabilities in chemistry and engineering fields
The importance of personnel management is being increasingly realized in
industrial and non-industrial organization both in India and abroad. The realization
has come about because of increasing complexity of the task of managers and
administrator. In most organization the problem of getting the competent and
relevant people, retaining them, keeping up their motivation and morale, and
helping them to both continuously grow and contribute best to their organization,
are now viewed as the most crucial problems.

So, with this reference the project titled study of human resource practices, has
been conducted, based on the primary research has been prepared to get a better
insight into the management practices adopted by GRASIM with reference to the
HR policies prepared by HR department in the organization.

The project is aimed to cover maximum knowledge of the HR practices followed

in the organization and how the performance is evaluated of employees, what
primary factors are considered, how data is maintained and finally the evaluation
done. This is a brief study done to have a understanding of the subject HR, how it
practically implemented, why it is necessary, its implication and benefits.

With reference to the HR practices brief knowledge has been gained how the
recruitment cycle functions, selection done, training calendar prepared, what does
compensation & cost to company means and the steps of performance appraisal.

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 CHAPTER 2
ADITYA BIRLA GROUP (ABG)

HISTORY OF ADITYA BIRLA GROUP

.
The roots of the Aditya Birla Group date back to the 19th century in the
picturesque lown of Pilani set amidst the Rajasthan desert. It was here that Seth
Shiv Narayan Birla started trading in cotton, laying the foundation for the House of
Birla.
Through India's arduous times of the 1850s, the Birla business expanded rapidly.
In the early part of the 20th century, the Group's founding father, Mr. Ghanshyam
Das Birla, set up industries in critical sectors such as textiles and fibre, aluminium,
cement, and chemicals. As a close confidant of Mahatma Gandhi, he played an
active role in the Indian freedom struggle.
Mr. Ghanshyam Das Birla found no contradiction in pursuing business goals with
the dedication of a saint, emerging as one of the foremost industrialists of pre-
independence India. The
Principles by which he lived were soaked up by his grandson, Mr. Aditya Vikram
Birla, the Group's legendary leader.

Mr. Ghanshyam Das Birla Mr. Aditya Vikram Birla

Founding father and the man who set The man who established the First India
Up many pre-independent India critical based multinational putting India in the
Industries. World map.

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Ghanshyam Das Birla (1894–1983) Born into a business family, G.D. Birla began
his career in the family's trading business. He expanded into various industries like
jute, cotton, and textiles. G.D. Birla established multiple manufacturing businesses
that laid the foundation for the Aditya Birla Group.[14] He was recognized for his
charitable acts and his connection with Mahatma Gandhi.

Aditya Vikram Birla (1943–1995), the grandson of G.D. Birla, grew the group's
operations. At 24, Aditya Birla began establishing businesses abroad. In 1969, he
founded 19 companies in Thailand,[18] Malaysia, Indonesia, Philippines, and
Egypt. Under his leadership, the group diversified into multiple sectors such as
metals, cement, textiles, and telecom.[18]

Kumar Mangalam Birla became the chairman of the Aditya Birla Group in 1995,
succeeding his late father Aditya Vikram Birla when he was just 28 years old.
Under his leadership, the group's annual turnover grew from $2 billion in 1995 to
$60 billion in 2022.

In 1972, Grasim’s chemicals business was set up to manufacture caustic soda for
the company’s VSF unit. Today, it is one of India’s largest caustic soda producers
and is a market leader in the chlor-alkali segment. Over the years, Grasim’s
chemicals business has created a strong foothold in the industry and offers a wide
range of products from chlorine derivatives to epoxy.
`

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 COMPANY PROFILE

A Global conglomerate, the Aditya Birla Group is in the League of Fortune 500.
Anchored by an extraordinary force of over 185,000 employees belonging to 100
nationalities, the Group is built on a strong foundation of stakeholder value
creation. With over seven decades of responsible business practices, businesses
have grown into global powerhouses in a wide range of sectors - metals, pulp and
fibre, chemicals, textiles, carbon black, telecom, cement, financial services, fashion
retail and renewable energy. Today, over 50% of Group revenues flow from
overseas operations that span 36 countries in North and South America, Africa,
Asia and Europe.

A $60- Billion Conglomerate across 6 continents and 36 countries

130 State of the Art manufacturing units globally
185,000 employees of 100 nationalities
300 million customer bases

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 ABOUT THE OWNER

Kumar Mangalam Birla became the chairman of the Aditya Birla Group in 1995,
succeeding his late father Aditya Vikram Birla when he was just 28 years
old. Under his leadership, the group's annual turnover grew from $2 billion in 1995
to $60 billion in 2022.
KUMAR MANGALAM BIRLA: THE INSPIRING JOURNEY OF INDIA’S
MOST PROMINENT BUSINESSMEN

 1969: At the age of 24, Aditya Birla assumed control of the group. He set up 19
companies outside India, in Thailand, Malaysia, Indonesia, the Philippines, and
Egypt.
 1996: The group's revenue was USD $2 billion.
 2007: The group made a major move into the metals industry with the
acquisition of Novelis, a producer of flat-rolled aluminum products, for USD
$6.1 billion.
 2008: The group ventured into the telecom sector through the acquisition of
Spice Communications for a sum of USD $1.8 billion. This strategic move
served as the group's entry into the Indian telecommunications industry.
 2010: Aditya Birla Group's cement arm, UltraTech Cement, acquired
the Dubai-based ETA Star Cement Company for an enterprise value of $380
million. This acquisition helped the group become the third-largest cement
producer globally (excluding China).
 2011: The group diversified into the pulp and fiber industry with the acquisition
of Domsjö Fabriker for USD $340 million.
 2012: The group entered the fashion and retail industry with the acquisition
of Pantaloons, a branded apparel company, for USD $437 million.
 2014: The group further expanded its cement business with the acquisition
of Jaypee Cement for USD $634 million.
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 2016: The group continued its expansion in the cement industry with the
acquisition of Jaiprakash Associates for USD $2.3 billion.
 2018: The group acquired Binani Cement for USD $1.1 billion.
 2019: The group acquired Century Cement for USD $1.2 billion, continuing its
expansion in the cement industry . Group company ABFRL announced strategic
partnership with designer brand Shantanu and Nikhil.
 2020: The group made a significant acquisition in the aluminium industry with
the purchase of Aleris for USD $2.8 billion.
 2021: Grasim, a part of the Aditya Birla Group, entered the paints business,
marking the group's entry into a new industry. Group company ABFRL
announced strategic partnerships with designer brands Tarun
Tahiliani and Sabyasachi.
 2022: The group's revenue reached USD $60 billion. The group also launched
TMRW, a D2C retail platform,[43][44] and Grasim's B2B e-commerce venture in
the building materials segment. ABFRL announced a partnership with
designer Masaba Gupta to build a lifestyle portfolio under brand Masaba.

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 GRASIM INDUSTRIES LIMITED

Grasim Industries Limited, a flagship company of the Aditya Birla Group, ranks
amongst the top publicly listed companies in India. Grasim has completed 75
glorious years of its existence. Incorporated in 1947, it started as a textiles
manufacturer in India. Today, it has evolved into a leading diversified player with
leadership presence across many sectors. It is a leading global producer of Viscose,
Diversified Chemicals, Linen Yarn and Fabrics producer in India. The company
recently has entered paints business and setting up six plants across pan India
locations. Leveraging the Group synergies, Grasim is entering the B2B online
marketplace for building materials. Through its subsidiaries, UltraTech Cement
and Aditya Birla Capital, it is also India’s prominent cement producer and a
leading diversified financial services player. At Grasim, there is an endeavor to
create sustainable value for 25300+ employees, 247,000+ shareholders, society,
and customers. The company reported consolidated net revenue of ₹1,17,627 Cr.
and EBITDA of ₹20,478 Cr. in FY 2023.

Grasim Industries Limited is the Diversified Company Have Presence in Cement,

Textiles, Fiber, VSF, Chemicals, and Financial Services.

 Revenue: Rs 75,073 Cr
 Profit: Rs 1,886 Cr
 Employees: 24,390
 Market Cap: 48,648 Cr.
 ROE: 5.39 %
 Sales Growth (3Yrs): 28.38 %
 Promoter holding: 40.15 %
 Debt to equity: 1.47
 Price to book value: 0.87

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 Grasim Industries Limited is the holding company of the following
businesses:
Incorporated in 1947, Grasim Industries Limited is a flagship company of
the Aditya Birla Group. It started as a textile manufacturer in India in 1947.

Today, it is a leading global player in VSF and the largest chemicals (Chlor-Alkali-
s) player in India. It is also the largest cement producer and diversified financial
services (NBFC, Asset Management, and Life Insurance) player in India through
its subsidiaries UltraTech Cement and Aditya Birla Capital.

 A global leader in Pulp & Fiber No.1 Producer in India of Viscose Staple Fiber
(VSF)
 No.1 Caustic and Specialty Chemicals Producer in India
 No.1 Cement Producer in India
 No.3 Global Cement Producer (Ex-China)
 Top 3 Asset Management Companies
 Top 5 Private Diversified NBFC
 No.1 in Linen
 Leading Player in Fertilizers
 Leading Player in Insulators Growing presence in Solar Power

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Grasim Industries Subsidiaries

Viscose Stable Fiber

 Grasim is the largest producer of Viscose Filament Yarn in India. Raysil,
viscose filament yarn, is a versatile fashion yarn manufactured from premium
and imported wood pulp. It is 100% bio-degradable and eco-friendly, giving a
feather-light feel, vivid colors, and a natural luster.
 Grasim Industries Ltd is the No. 1 VSF producer in India and has been
manufacturing the world-class Viscose Staple Fibre for more than seven
decades across four plant locations. VSF is a regenerated cellulose fiber
made from wood pulp, a sustainable natural resource and is bio-degradable
and eco-friendly. Moved up the VSF share in the overall Fibre market share
from 3.5% to 5% in the last four years.

Textile Business
 Established in 1949 as a textile unit, Jayshree Textiles is a producer of
premium textiles (linen fabric, linen yarn, and worsted yarn) in the linen and
wool business in India. Through brand Linen Club, Grasim Industries Ltd
has significantly revolutionized the Indian textile market by popularising
linen in India across a wide customer base. The integrated linen factory is
equipped with state-of-the-art facilities in spinning, weaving and finishing
system from Switzerland and Italy.

Brand – Linen Club

 Linen Club is the pioneer linen brand in India with over six decades of
experience. A brand that is today inseparable from the paradigm of fine linen
in India and the world. It has been at the forefront of developing the linen

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 market and introducing this wonder fabric to the discerning Indian
consumers.
 Linen Club offers the widest range of designs and colours in the world. An
accomplished in-house design team including internationally acclaimed
Italian designers produce close to 1000 new designs every month. Linen
Club’s fabric range includes fine and super fine linen fabrics; amongst the
best in the world. Certified by the European Confederation of Linen and
Hemp (CELC), the only European agro-industrial organization federating all
the stages of production and transformation for linen & hemp, Linen Club
has always prided itself for producing a superlative quality of linen
fabric .Today, with 180+ exclusive brand outlets, Linen Club boasts of
having the world’s largest retail chain in Linen.

Chemicals
 Grasim Industries Ltd is the largest caustic soda producer in India with
significant integration and a capacity of 1,147 KTPA. The largest end-
consumers are alumina, textiles, and others. Net sales in Caustic Soda surpassed
the 1-million-tonne mark during the year – a new benchmark set by any Indian
company. Total Caustic Soda capacities are set to increase from 1,147 KTPA to
1,457 KTPA by FY21.

Cement

 UltraTech is today the 3rd largest cement company in the World, excluding
China with a consolidated capacity of 102.75 million tons per annum of grey
cement (including 4.00 million tons per annum under commissioning) and the
largest manufacturer of grey cement, ready-mix concrete and white cement in
India. UltraTech is India’s No. 1 cement and concrete brand. UltraTech has an
operational presence in five countries (India, UAE, Bahrain, Bangladesh and Sri
Lanka). In India, UltraTech’s distribution network comprises a network of 49
cement plants, over 100 ready mix concrete plants, more than 650 warehouses
and more than 200 railheads. UltraTech services 20,000 orders of different
order sizes on a daily basis through a mix of logistical modes comprising road,
rail and sea.

Financial Services
 Aditya Birla Capital Limited (ABCL) is the holding company of all the
financial services businesses. Aditya Birla Capital has a strong presence across

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 a wide range of Protecting, Investing and Financing Solutions, which include
Life Insurance, Health Insurance, Motor Insurance, Corporate General
Insurance, Mutual Funds, Wealth Management, Stocks and Securities Broking,
Portfolio Management Services, Real Estate Investments, Pension Funds, Home
Finance, Personal Finance, SME Finance, Real Estate Finance, Loan Against
Securities, Corporate Finance, Debt Capital Markets, Loan Syndication and
Asset Reconstruction.

Operations

Grasim is the largest exporter of Viscose Rayon Fiber in the country, with exports
to over 50 countries. Grasim is headquartered in Mumbai and also has plants
at Nagda (Madhya Pradesh), Kharach (Kosamba, Gujarat), Veraval (Gujarat),
Bharuch (Vilayat GIDC, Gujarat) and Harihar, (Davangere, Karnataka).

Grasim Industries Ltd. supplies Viscose Staple Fiber (VSF). The Group's VSF
business operates through its three companies – Grasim Industries in India, Thai
Rayon Corporation in Thailand and Indo Bharat Rayon in Indonesia, which also
oversees its Chinese operations at Birla Jingwei Fibres, China.By 2021, Grasim
industries, the flagship company of the global conglomerate Aditya Birla Group,
entered the paints business with an investment of INR 5,000 crore over three years.
Which was later increased to a capex of INR 10,000 crore over the same period of
time thus trying to disrupt the market.

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 CHEMICAL BUSINESS OF ADITYA BIRLA

Aditya Birla Chemicals is a leading manufacturer of bulk and specialty chemicals

and viscose filament yarn. The business is spread across multiple manufacturing
locations in four countries - India, Thailand, Germany and China. These operations
are handled through 3 companies in India - Aditya Birla Nuvo, Grasim Industries,
and Tanfac; 2 companies in Thailand - Aditya Birla Chemicals (Thailand) and Thai
Peroxide Company and 1 company in Germany - Aditya Birla Chemicals (Europe)
Gmbh. In China, the business operates through Aditya Birla Grasun Chemicals
(Fangchenggang).I

Aditya Birla Chemicals, India’s largest manufacturer and a global leader in caustic
soda, is actively working towards greener, safer and more sustainable solutions for
value chains around the world. We go beyond providing commodity solutions, and
engage with our customers to provide bespoke solutions to their business needs.

Being a significant player in the Chlor-Alkali industry, Aditya Birla Chemicals

produces a variety of products that have diverse applications, including pulp and
paper production, hydrogenated fats production, and water purification. With 8
manufacturing units in India and 1 in Thailand, Aditya Birla Chemicals is among
the top 10 Chlor Alkali manufacturer in the world. DSIR recognized R&D lab
facilities, and products certified by ISI, ISO, NSF, Reach and CAA enable us to
provide customized solutions thus making us a preferred partner of choice.P

Product Portfolio

 Advanced Materials
 Chlor-Alkali
 Peroxides
 Phosphates
 Sulphites

Advanced Materials

Our Advanced Materials are performance material solutions and epoxies that fulfil
needs across critical industries globally. Backed with strong research and
development, the offerings address various touch points across the value chain in
industries as diverse as construction, coating, composite and electrical applications.

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We are one of the biggest epoxy resin manufacturers in the world, with sustainable,
innovative and customized products for the global market.

Chlor-Alkali

Aditya Birla Chemicals, India’s largest manufacturer and a global leader in caustic
soda, is actively working towards greener, safer and more sustainable solutions for
value chains around the world. We go beyond providing commodity solutions, and
engage with our customers to provide bespoke solutions to their business needs.

Being a significant player in the Chlor-Alkali industry, Aditya Birla Chemicals

produces a variety of products that have diverse applications, including pulp and
paper production, hydrogenated fats production, and water purification. With 8
manufacturing units in India and 1 in Thailand, Aditya Birla Chemicals is among
the top 10 Chlor Alkali manufacturer in the world. DSIR recognized R&D lab
facilities, and products certified by ISI, ISO, NSF, Reach and CAA enable us to
provide customized solutions thus making us a preferred partner of choice.

Peroxides

Thai Peroxide Limited (TPL), Aditya Birla Chemicals was established in 1989 in
Thailand, with a vision to provide safe and quality oxidative solutions for Aseptic
and Electronic grade products and services. It is a pioneer in the manufacture of
Hydrogen Peroxide in Thailand, of standard grades in 35% and 50% concentration,
and food-grade in 35% concentration. TPL also manufactures value-added
specialty products like Peracetic Acid for serving the disinfection market.

It has a core focus on application segments like aseptic packaging, electronics,

food processing, personal hygiene, sterilization of medical devices, etc. The TPL
team has also forayed into a unique product-service business model by
collaborating with OEMs and providing a highly experienced, dedicated technical
service team. This innovative & sustainable offering aims to protect the complete
value chain in the food processing industry.

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TPL products are certified for quality, environmental, health, and safety with ISO
9001, ISO 14001, OHSAS 18001, Thai FDA, and HALAL. It has also earned
several awards and distinctions like the CII National Energy Management Award,
the Prime Minister\'s award for outstanding labor relationships, and Thailand\'s 5-S
Award from TPA.

Phosphates

Aditya Birla Chemicals, through the Phosphates division, offers functional

ingredients in food, feed and supplements. One of the world top producers of
Phosphates, we provide a complete market offering to the dairy industry, seafood
processing, meat processing and baked goods. We make food taste better, last
longer and become more affordable thus serving millions safe and healthy food
around the world.

In recent years, Phosphates have been increasingly recognized for the role they
play in human metabolic systems, especially in energy-transfer, bone growth and
health, functioning of enzymes, hormones and maintaining pH balance.
Consequently, Phosphates of various chemistries - Sodium, Potassium, Calcium,
Magnesium find application in the food industry. Our range of Functional
Ingredients - Pearl, Gusto, Corino and Delice, service a variety of requirements of
the food processing industry.

Our Application Development Centre works extensively to develop customized

solutions to address the customer's food processing challenges.

Sulphites

Aditya Birla Chemicals is one of the top producers of sulphites in the world. With
a range of sulphites consisting of Sodium Sulphite, Sodium Metabisulphite,
Sodium Bisulphite, catalyzed Sodium Sulphite, Potassium Thiosulphate and
Potassium Metabisulphite under the brand names Birlasulf SS, Birlasulf SM,
Birlasol 35, Scavo, Nutrato and Vintage, we are critical in many industries
globally.

With extensive research and development, we constantly find uses for our products
such that processes can be made more effective, cleaner and safer. Our range find
application in industries that impact millions globally, like pulp and paper, water
treatment, leather, acrylic fibre, mining, textiles, and food. The state-of-the-art
manufacturing plant of the Sulphites unit began in 1995, and currently serves
customers in over 70 countries globally.
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Enquire Now \

Company Overview

Aditya Birla Chemicals (India) established in 1976. The company is co–promoted

in by the Aditya Birla Group and BSIDC. It started commercial production in the
year 1984.

The company was earlier known as Bihar Caustic and Chemicals Limited. The
company is a unit of the Aditya Birla Group and one of the leading chlor alkali
companies in India.

In the year 2003, the company became subsidiary of Hindalco –– an Aditya Birla
Group company.

The company manufacturing unit is located at Garhwa Road, Palamau District,

Jharkhand, India. The facility has a manufacturing capacity of 109,500 TPA of
caustic soda lye, 91,250 TPA of liquid chlorine, 45,625 TPA of hydrochloric acid,
1,460 TPA of sodium hypo chlorite, 18,25,000 NM3/A of compressed hydrogen
gas, 11,680 TPA of aluminium chloride and 17,520 TPA of stable bleaching
powder.
The manufacturing process of the plant has latest energy efficient and environment
friendly state–of–art membrane cell technology. To meet the requirement of
uninterrupted power supply, the company has a state–of–art 30 MW captive power
plant. It has implemented SAP R/3 and People Soft System.
The company has received certifications such as ISO 9001: 2000, ISO 14001:2004,
OHSAS 18001:1999 and SA 8000:2001.
Company History - Aditya Birla Chemicals

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The Company was incorporated in the year 1976. The Company a group of the
Birlas is mainly engaged in the manufacture of caustic soda along with chlorine
and hydrochloric aid.

Future prospects for caustic soda, chlorine, hydrochloric acid are bright. Bihar
Caustic is placed in an advantageous position as it sells production to Hindalco
Industries, another leading Birla group co.

Base Chemistries

Caustic Soda Lye & Flakes

The Caustic Soda Flakes are also known as Sodium Hydroxide. Our products are
devoid of any foreign matter, dirt, or other visible impurities. The varied range of
applications for both caustic soda lye and flakes include production of pulp and
paper, soaps, detergents, viscose fibre, zeolites, food additives, textile processing,
organic chemicals like dyes, and inorganic chemicals like sulphites, phosphites and
in aluminium refineries.

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Chlorine

It is widely used to treat water as well as in the manufacture of Sodium

Hypochlorite, Calcium Hypochlorite, Poly vinyl Chloride, Isocyanates,
Polycarbonate, Chloromethanes, Perchloroethane, Phosgene, Ferric chloride,
Epichlorohydrin, Poly aluminium chloride, Silicon dioxide (aerosol), and
Chlorinated paraffin

Hydrogen

Hydrogen is a by product released during the production of caustic soda. The gas is
then treated, and compressed to be used in hydrogenation of edible oils for making
Vanaspati and non-edible oils for making soaps, hydrogenation of petro-products
for making hard lubricants, sintering in the making of tungsten carbide tool bits
and in powder metallurgy, underwater gas cutting and plasma cutting, rocket
propulsion, and the production of hydrogen peroxide.

Hydrochloric Acid

Food grade hydrochloric acid is used in the production of food ingredients, food
additives, and in the sugar and brewery industries. Industrial grade HCl is used for
other purposes, like petroleum refining and leather treatment. Also known as
hydrogen chloride or muriatic acid, HCl has a variety of applications including
production of Monosodium Glutamate, Glutamic Acid, Phosgene, floor cleaning
products and dyes, and in latex coagulation, metal pickling, petroleum refineries,
leather industry, sugar refining, breweries, galvanizing and water treatment.

Sodium Hypochlorite

Also known as chlorine bleach or soda bleach, sodium hypochlorite works as a

great steriliser, decolouring agent, oxidiser, germicide, fungicide, and deodorant. It
is also used as a bleaching agent for rayon pulp, paper, cotton, linen, and jute, a
household bleach for fly control, water treatment, and pool chlorination and as a
disinfectant and deodorant in dairies.

Chlorine Derivatives

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Chlorinated Paraffins (CP)

As a trusted chemicsals supplier, we offer chlorinated paraffin under the brand

names of Aryafin and Kanofin. CPs are complex mixtures of chlorinated n-alkanes
containing thousands of homologues and isomers. They find use as flame
retardants and plasticizers, as additives in metalworking fluids, in sealants, paints,
adhesives, textiles, leather fat and coatings.

Aryafin CP belongs to a group of Chlorinated Hydrocarbons having straight chain

lengths (Cn H 2n+2) with Carbon number from C10 onwards. Produced by the
controlled chlorination of carefully selected paraffins of required chain lengths, we
offer various grades having Chlorine content varying from 30% to 72%.

Aluminium Chloride

Anhydrous aluminium chloride is a principal catalyst used in the Friedel-Crafts

reaction, both acylations and alkylations. The product also finds application in the
manufacture of Ibuprofen and other bulk drugs, ethyl benzene, isopropyl benzene,
titanium dioxide, hydrocarbon resins, terpene resins and polybutene.

Various organic and inorganic chemicals including ethyl benzene, isopropyl

benzene and titanium dioxide are made using aluminum chloride anhydrous.
Aluminium chloride anhydrous is used to manufacture various drug intermediates.
Through its use in the Friedel-Crafts reaction, aluminium chloride anhydrous helps
in the manufacture of dyestuffs.

Stable Bleaching Powder

Produced using hydrated lime and chlorine, our offering of the Grasim stable
bleaching powder is used as a disinfectant in water treatment and also in the
textiles, pulp and paper, and carpet industries. The critical aspect is the active
chlorine content in the stable bleaching that finds usage across applications in the
aquaculture industry as a disinfectant, in-home and personal care as a whitener, in
the paper and pulp industry and textiles as a bleach and extensively in water
purification. It is also used in swimming pools as a disinfectant and cleaning agent,
apart from controlling algae.

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Phosphoric Acid

Phosphoric acid (also known as orthophosphoric acid or phosphoric acid) is a

mineral (inorganic) acid having the chemical formula H3PO4. Dilute aqueous
solutions of phosphoric acid exist in the ortho form. As a leading phosphoric acid
manufacturer, we believe in the value of our product, since it finds varied
applications in pretreatment chemicals for metal surfaces, detergents and cleaners,
sugar refining, phosphates, edible oils, colas, bakery, cheese, pharmaceuticals,
yeast formation, etc.

Phosphoric is used in the making of perfumes in the home and personal care
industry. Food grade phosphoric acid is used as an acidulant and flavouring agent
in the carbonated beverage industry, as an emulsifier into fats and oils, as a
degumming agent for vegetable oils and sugar and as an acidulant for baking
powder and emulsifying salts for cheese. In addition to being a chemical reagent,
phosphoric acid has a wide variety of uses, including as a rust converter, food
additive, dental and orthopaedic etchant, electrolyte, soldering flux, dispersing
agent, industrial etchant, fertilizer feedstock, and a component of home cleaning
products

Methylene Chloride

Methylene chloride, also called dichloromethane, is a volatile, colorless liquid with

a chloroform-like odour. Methylene chloride is used in various industrial
processes, in many different industries including paint stripping, pharmaceutical
manufacturing, paint remover manufacturing, and metal cleaning and degreasing.

Chloroform

Chloroform is an important commercial chemical. It is mainly used in the

production of liquid refrigerants and PTFE plastics. It is used as a solvent,
chemical intermediate, dry cleaning agent, fumigant ingredient and in synthetic
rubber production. In the past, chloroform was used as an anaesthetic.Enquire Now

Carbon Tetrachloride

Carbon Tetrachloride (CTC) is listed Schedule - 1 Ozone Depletion Substance.

CTC is used as Feedstock (Consumed in production) for production of
intermediates which are used for synthesis of synthetic Pyrethroid insecticides, as a

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solvent and to make other chemicals. Carbon tetrachloride was once very widely
used as a dry-cleaning agent, and as a fire extinguisher.

Calcium Chloride (94% Purity)

Calcium Chloride is an ionic halide which is solid at room temperature. We

manufacture Calcium chloride by reacting Limestone and Hydrochloric acid in our
ISO-certified plant, thus consistently assuring the best quality.

Aluminium Chlorohydrate

Aluminium Chlorohydrate is clear in appearance and is a slightly viscous liquid. It

exhibits higher performance at a lower dosage than other conventional coagulants
and results in negligible residual aluminium in the treated water.

It is recommended as a cationic coagulant for removal of colloidal dissolved/

suspended impurities & clarification of water and wastewater. Industrial
application may include coagulation of natural impurity/ pollutant, coagulation of
anionic colloidal impurities & dyes, sludge dewatering etc.

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 ORGANISATION STRUCTURE OF GRASIM INDUSTRIES

Unit head

HUMAN POWER CAUSTIC FINANCE TECH

RESOURCE PLANT PRODUCTION & ACC. FH

FUNCTIONAL HEAD (HR/IR)

DEPARTMENT HEAD (HR/IR)

SECTION HEAD (HR/IR)

FIRST LINE OFFICER (HR/IR)

NON-MANAGEMENT CADRE (HR/IR)

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TRAINEES (HR/IR)

CHAPTER – 4
HUMAN RESOURCE PRACTICES

Human resource management:

Human resource management, or HRM, involves coordinating, managing, and

allocating human capital, or employees, in ways that move an organization’s goals
forward. HRM focuses on investing in employees, ensuring their safety, and
managing all aspects of staffing from hiring to compensation and development.

HRM careers may specialize in compensation, training, or managing employees.

Most HRM professionals hold a bachelor’s degree and some go on to pursue a
master's degree. HRM professionals at all levels can also earn professional
certifications to help build knowledge and increase earning potential. HRM’s goal
is to build a company culture and carry out its mission and overall goals through
the management of employees.

Human resource management is organizing, coordinating, and managing

employees within an organization to carry out an organization’s mission, vision,
and goals. This includes recruiting, hiring, training, compensating, retaining, and
motivating employees.

HRM staff also develops and enforces policies and procedures that help ensure
employee safety. The HRM team manages adherence to federal and state laws that
may work to protect employees’ private information and ensure their physical
safety and mental and emotional well-being. Organizations of varying sizes and
industries rely on HRM to keep business running smoothly and efficiently.

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 IR IN GRASIM INDUSTRIES LTD.

Industrial relations or employment relations is the multidisciplinary academic field

that studies the employment relationship that is, the complex interrelations between
employers and employees, labour/trade unions, employer organizations, and the
state.

The newer name, "Employment Relations" is increasingly taking precedence

because "industrial relations" is often seen to have relatively narrow connotations.
Nevertheless, Industrial Relations has frequently been concerned with employment
relationships in the broadest sense, including "non-industrial" employment
relationships. This is sometimes seen as paralleling a trend in the separate but
related discipline of human resource management

Industrial relations has three faces:

 Science building,
 Problem solving,
 Ethical.
In the science building phase, industrial relations is part of the social sciences, and
it seeks to understand the employment relationship and its institutions through
high-quality, rigorous research. In this vein, industrial relations scholarship
intersects with scholarship in labour economics, industrial sociology, labour and
social history, human resource management, political science, law, and other areas.

IR also acts as a problem solver between employers and employees. One of IR

main duty is to maintain cooperation within the employer and the employee or in
other words we can say that maintaining cooperation between the workers or
labours and the management of the organisation.IR department is in touch with

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different trade unions in an organization so that there is a proper communication
between the management and worker of an organization. Any problem faced by the
worker in an organization is effectively raised by the union in front of the
management team of an organization so that there is no any type of dispute
between the worker and management of the organization so that organization could
work effectively and efficiently without any problem.

IR also works as a ethical body of an organization. It looks after providing proper

working environment to the workers or employees of an organization so that they
can work freely without any fear as a ethical face of organization it looks after
moral code of conduct or the ideal behavior to be sought by the employees or
workers of an organization.

Practice of IR in GRASIM INDUSTRIES LIMITED.

Apart from HR there is also separate IR department in GRASIM INDUSTRIES

LIMITED which looks after welfare of an employee of an organization and also
maintains proper cooperation between the employees of an organization and
management of an organisation.so that there is smooth and effective functioning of
an organization without any type of problems or disputes or strikes.

IR department of the organization looks after:

1.) LABOUR- CONTRACT

An agreement between two parties: one party, the employee, agrees to work
for the other party, the employer, for a weekly number of hours in return for
a wage. A distinction is made between a labour contract for a fixed period of
time and an open-ended labour contract.
2.) GRIEVANCE/STRIKE
It is foremost duty of an IR department to look after any dispute in an
organization and to resolve it to the earliest. They should always try to
maintain proper cooperation and effective communication between the
employees and the management so that any type of problem related to
employee is solved in its initial phase it does not take the face of any strike
or grievance in an organization because any type of strike not only reduce

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 the productivity of an organization but also decreases the morale of an
employee of an organization towards the management and their work also.
3.) UNION ACTIVITIES
IR department also looks after union activities and are proper in touch of
union leaders so that any problem related to worker in an organisation can
be resolved in its initial phase it does not take face of any grievance, strike
in an organization as it affect the productivity of an organisation overall. As
we all know employee union works as a bridge between management and
employees of any organisation so it is foremost duty of IR department to
have proper knowledge of union activities taking place in an organisation.
4.) WAGES DECISION
IR department also looks after the wages decision of an organisation that
workers are getting proper wages, getting wages on time, any type problem
related to the payment of wages in an organisation.
5.) LEAVE DECISION
Decision related to leave to the workers in an organisation is also handled by
IR department of an organisation GRASIM INDUSTRIES LIMITED.

COMPENSATIONSTRUCTURE OF GRASIM INDUSTRIES LIMITED.

The compensation structure of the company is based on combination of two factors

fixed salary component and flexi salary component.

1.) FIXED SALARY COMPONENTS:

 Basic salary
In hand salary given by the organisation to the employees.
 Provident fund
Is calculated on annual basis @12% of basic salary. It is a part of CTC
 Gratuity
Is deducted @4.81% of basic salary to CTC and payable as per the
provision of The Payment of Gratuity Act.
 Bonus/Exgratia
It will be paid during Diwali festive period.
 ESIC
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 Employees drawing salary of Rs.21,000 and above will be covered under
ESIC scheme. Company is paying 4.75% contribution and employee has
to contribute 1.75% of their salary.

 Five kinds of benefits are covered under this scheme:

 Medical benefits
 Sickness benefits
 Compensation benefits
 Maternity benefits
 Funeral benefits

2. FLEXI SALARY COMPONENTS:

A) HRA-

House Rent Allowance (HRA) is a component of an employee's salary that may be

subject to partial or full tax deductions under Section 10(13A) of the Income Tax
Act. The calculation of HRA is influenced by several factors, which are as follows:

 Salary
 Rent paid
 HRA receivable by the employee
 City of residence of employee.

ACTUAL HRA RECEIVED:

 50% of [basic salary + DA] for those living in metro cities (Delhi, Kolkata,
Mumbai or Chennai)
 40% of [basic salary + DA] for those living in non-metros
 Actual rent paid (-) 10% of basic salary + DA

B) CONVEYANCE ALLOWANCE-

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This benefit is applicable to all employees who are not opting for fuel and
maintenance, railway pass/ bus pass. As per the current income tax guidelines, a
maximum amount of Rs.800 per month will be paid as conveyance allowance.

C) MEDICAL REIMBURSEMENT-

This option can be exercised up to the limit of Rs. 15,000/- p.a. It will be a part of
reimbursable benefits subject to production of bills/receipts. The reimbursement
will be in respect of medicines, consultation and diagnostic charges. This will be
processed through accounts of submission of bills.

D) CHILDREN EDUCATION ALLOWANCE-

This will be applicable@ Rs.200/- P.M. and 2400/- per child pa.subject to a
maximum to two children. While this will be processed through Payroll on a
monthly basis, you will be required to submit School/ College Fee ill and receipts
respectively when asked for by the Payroll Department LTA-LTA will be a part of
reimbursable benefits and paid off with the salary after.

E) PETROL MAINTAINENCE AND DRIVER REIMBURSEMENT

(CONVEYANCE ALLOWANCE)

There are two categories of this type of allowance first is MANAGEMENT

category and second is JB category according to their position in an organisation
and the allowance is paid according to that.

As for example for management cadre employees the allowance is Rs.19200/- per
month.

F) SPECIAL ALLOWANCE

Special allowance is paid according to their CTC and their position in an

organization. As for example lumpsum 40% of CTC is paid as special allowance
by the company.

LEAVE POLICY OF GRASIM INDUSTRIES LIMITED.

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There are basically two types of employee category being considered while
calculating leave policy in GRASIM INDUSTRIES LIMITED.

One is management cadre and another is workers

H.R FUNCTIONS IN GRASIM INDUSTRY

1. HUMAN RESOUCE PLANNING:

The first HR function is all about knowing the future needs of the organization.
What kind of people does the organization need, and how many? Knowing this
will shape recruitment, selection, performance management, learning and
development, and all other Human Resources functions.

In brief, human resource planning is a continuous, data-driven process to make

sure that the organization has the right people in the right place at the right time to
achieve its strategic goals.

2. RECRUITMENT AND SELECTION:

The second HR function involves attracting people to work for the organization
and selecting the best candidates.

Attracting people usually starts with an employer brand. In fact, businesses with
excellent employer brands receive 50% more qualified applicants. Clearly, being
an attractive employer has plenty of advantages – just as it is the other way around.
A good example of the latter is the tobacco industry which struggles to attract
talent due to its tainted reputation

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With a strong employer brand and the right sourcing strategies, you’re already
halfway there. Once candidates apply, the selection process is an HR instrument to
pick the best-qualified and highest-potential candidates. It’s vital to build an
effective recruitment a selection process, as bad hires can cause productivity drops
of up to 36%.Technological developments in recruitment have gone very fast, and
as a result, there are different types of recruitment tools for each part of your
recruitment funnel.

Sources of recruitment:

The sources of recruitment may be broadly divided into two categories:

 Internal sources:

1. Promotion: Promotion is referred to as the change of designation of the

employee. It involves shifting of the existing employee to a higher position within
the organisation and providing that employee with more responsibility and a raise
in pay.

Promotion helps in motivating the other employees of the organisation to work

hard so that they also become eligible for promotion.

2. Transfer: Transfer refers to the shifting of an existing employee from one

department to another department in an organisation.

3. Employee Referrals: It can happen that the organisation in an effort to cut down
costs on hiring is looking for employee referral. The employees are well aware of
the job roles in the organisation for which manpower is required. These employees
will refer potential candidates by screening them based on their suitability to the
position.

4. Former employees: Some organisations have the provision of hiring retired

employees willing to work part time/full time for the organisation.

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External sources:

1.Advertisement: To find the skilled and more efficient manpower giving

advertisement for the vacant job position is the better way. Advertisements help in
attracting the right candidates and in maximizing brand image. Advertisements
may be given in print media or electronic media; it gives better results and it is
cheaper than approaching third parties.

2. Job Portals: With the growing technology and internet usage, job portals are
playing a major role in finding right candidates for right jobs. Job portals can
inform up to date job alerts to the candidates and offer attractive benefits and
packages to the employers. The tools and techniques used by the job portals highly
reduce the efforts in finding the skilled candidates.

4. Social Networking Sites: Communicating about vacant positions of the

organization through social networking sites such as LinkedIn help in motivation
and attracting the highly skilled and more efficient candidates to apply for the jobs

5. Placement Agencies: Approaching placement agencies reduces the time and

efforts to find the right candidates from the pool of skilled candidates. They use
various tools and techniques to filter the resumes and they send it to the companies
for further processing. The main drawback of this method is commission basis on
hiring the candidates.

6. job fairs and walk-in interview: Walk in interviews and job fairs are declared
and conducted by companies to find the skilled candidates. Following this method
highly reduces efforts in finding more efficient human resources for the bulk
requirement.

7.Campus Interview: This is an easy and economical method helps in finding

eligible candidates, through this method organization can find energetic and more
competitive candidates for suitable vacancies; this method is beneficial for both the
candidates and companies.

Recruitment methods/ technics: -

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The methods of recruitment can be broadly classified into:

 Direct methods:

A. Sourcing: - This is one of the oldest methods. In this method the personnel
a department sends their representatives to potential place of recruitment &
establish contact with potential candidates seeking employment.
B. Campus Recruitment: This method is a popular method especially for
recruiting professional like engineer & MBA’s. In this method professional
consultants who act as representatives of the company call on prestigious
collages/institutions to establish direct contact there is “placement calls”
established in educational institutions co-ordinates for arranging the preliminary
screening & interviews

 Indirect methods:

A. Advertisement: It is a very popular method. Various media are used for

advertisement such as newspaper journals, tv, radio etc. Advertisement is
very useful in locating suitable candidates in scientific professionals of
technical vacancies.

B. Employees trade association /club: meeting, conferences, seminars or other

social functions of the employee’s trade clubs are yet another means of
locating suitable candidates

 SELECTION

Selection can be defined as the process of selection and shortlisting of the right
candidates with the necessary qualifications and skill set to fill the vacancies in an
organization. The selection process varies from industry to industry, company to
company and even amongst departments of the same company.

 Selection Process

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Every organization creates a selection process because they have their own
requirements. Although, the main steps remain the same. So, let’s understand in
brief how the selection process works.

I. Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the

candidates who are completely unfit to work in the organisation, this leaves the
organisation with a pool of potentially fit employees to fill their vacancies.

II. Receiving Applications

Potential employees apply for a job by sending applications to the organisation.

The application gives the interviewers information about the candidates like their
bio-data, work experience, hobbies and interests.

III. Screening Applications

Once the applications are received, they are screened by a special screening
committee who choose candidates from the applications to call for an interview.
Applicants may be selected on special criteria like qualifications, work experience
etc.

IV. Employment Tests

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 Before an organisation decides a suitable job for any individual, they have to gauge
their talents and skills. This is done through various employment tests like
intelligence tests, aptitude tests, proficiency tests, personality tests etc.

V. Employment Interview

The next step in the selection process is the employee interview. Employment
interviews are done to identify a candidate’s skill set and ability to work in an
organisation in detail. Purpose of an employment interview is to find out the
suitability of the candidate and to give him an idea about the work profile and what
is expected of the potential employee. An employment interview is critical for the
selection of the right people for the right jobs.

VI. Checking References

The person who gives the reference of a potential employee is also a very
important source of information. The referee can provide info about the person’s
capabilities, experience in the previous companies and leadership and managerial
skills. The information provided by the referee is meant to kept confidential with
the HR department.

VII. Medical Examination

The medical exam is also a very important step in the selection process. Medical
exams help the employers know if any of the potential candidates are physically
and mentally fit to perform their duties in their jobs. A good system of medical
checkups ensures that the employee standards of health are higher and there are
fewer cases of absenteeism, accidents and employee turnover.

VIII. Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has successfully
passed all written tests, interviews and medical examination, the employee is sent
or emailed an appointment letter, confirming his selection to the job. The
appointment letter contains all the details of the job like working hours, salary,
leave allowance etc. Often, employees are hired on a conditional basis where they
are hired permanently after the employees are satisfied with their performance.
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3. ORIENTATION AND INDUCTION:

Induction is the process of introducing new employees to the company, its culture,
policies, and procedure.

Orientation is the process of providing new employees with information about the
company, its products, services, and the job they will be learning.

Induction conveys three types of information:

1.General information about daily work routine

2.A review of the organisation’s history

3.A detailed presentation, perhaps in a brochure of the organisation’s policies,

work rules and benefits.

Objectives:

 To help staffs from positive first impression, that he/she belongs to the
company, feels welcome and supported.
 To assist in understanding the culture and values;
 To increase staff efficiency, work standards, revenue and profits;
 To improve staff morale

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4.TRAINING AND DEVELOPMENT:

Training is one of the important activities of human resource management. In the

training process companies try to motivate and train the employees in a manner so
that they can work more effectively in the future.

Under the training process there are some steps they are given below:

Employee Orientation: Employee orientation provides new employees with the

basic background information they need to perform their jobs satisfactorily.
Companies arrange an orientation program for the employees. In an orientation
program the employees should feel- feel welcome, understand the organization in a
broad sense, be clear about what the firm expects in terms of work and behaviour,
begin the process of socialization

Employee Training: There is some process, method and techniques of employee

training. A company follows the all the steps of training to provide the employees a
good look on their work.

Career Development: The career development stage is given below

Pre transition: Is simply looking for a job and preparing oneself for a career.

Transition: An individual is already having a job and developing oneself for future
career or moving to another career.

Preferred area: An individual prefers a specific sector of the career.

Early stage: First 1-5 years of career is called early career.

Mid-career: 5-20 years after the career starts.

Late career: Late career starts after 20 years of job life.

Retirement: And finally, after completing the stages of career and individual
decides to retired.

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Training need analysis: Training needs analysis is the first stage in training process
and involves a procedure to determine whether training will indeed address the
problem. Training needs identification is done based on the past performance /
appraisal and future requirements of knowledge and skills for every individual.

Types of training:

There are two types of training:

1.On the job training:

1.Apprenticeship Programs: Apprenticeship programs place the trainee under the

guidance of well-trained personnel. These programs are designed to obtain skills
and knowledge of higher levels. Such programs are necessary for people entering
skilled jobs, like, plumbers, electricians, etc. These apprentices are trainees who
enter into these programs and invest some time working under the guidance of a
professional or a trainer. The trainees are required to spend a specified time here
where both fast and slow learners are trained together. The slow learners may be
provided with additional training.

2.Coaching: In this method, the trainer who is known as the coach guides and
instructs the trainee. The coach or the trainer sets the required goals with a mutual
discussion, advises on how to achieve those goals, analyses the trainees’ progress
from time to time, and suggests changes necessary in the attitude and performance.
The trainee works under the senior manager and the manager takes full
responsibility for the employees’ training. The training is done to take the place of
the senior manager so that he can be freed from some of his duties. This is also a
chance for the trainee to learn about his job and the working of the organization.

3.Internship Training: Internship training is a cooperation of educational

institutions and business firms. These trainings are generally a joint program. The
candidates who are selected continue to pursue their studies regularly and also
work in a factory or office to gain the practical knowledge and skills required for a
job.

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4.Job Rotation: Job rotation involves shifting trainees from one job to another or
from one department to another. This allows the trainee to gain a better
understanding of the working of the organization and all its parts. The rotation
enables the trainee to indulge in all kinds of operations from different departments,
and also allows them to enhance their knowledge and skills. This is also beneficial
for the trainees, as they get to interact with other employees, which creates
cooperation among different departments. Such training of employees makes it
easier for the organization at the time of promotions, replacements, or transfers.

2. Off the job training methods:

Class Room Lectures or Conferences: The lecture or conference method is

generally used for conveying specific information, rules, procedures, or methods.
The use of audio-visual means makes a formal classroom presentation more
interesting along with increasing the memory and proving an instrument for
clearing difficulties or doubts.

Films: Films supply information and show a definite display of skills that are not
easily represented by other techniques. The use of films together with conference
discussion is a very effective method in most cases.

Case Study: Case studies are the actual experiences faced by the organization.
They display the events that the managers have faced in real life. The trainees
study these cases and analyse them sincerely to find out the problems and their
causes, come up with possible solutions, select the best solution and at last,
implement it.

Computer Modelling: It encourages the work environment by developing a

computer program that copies a few of the realities of the job and enables learning
to take place securely. It also allows the organization to see the mistakes that may
occur and how much they would cost. This saves the organization from making
mistakes in such situations in real life.

Vestibule Training: In vestibule training, the employees are given training on the
equipment that they will be using during their jobs. Though the training is
conducted away from the actual workplace, the trainees are provided with a work

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environment in which all the pieces of equipment, files, and materials to be used
are present. This method is usually used when the employees need to handle
advanced or complex equipment and machinery.

Programmed Instruction: Such a method includes a predetermined and proposed

acquisition of some definite skills or general knowledge. In this method, the
information is divided into meaningful units, and these units are arranged in a
proper way to form a logical and consecutive learning bundle or collection, i.e.,
from simple to complex. The trainee is required to answer the questions asked or
by filling in the blanks.

5.PERFORMANCE APPRAISAL:

Performance appraisal is defined as a process that systematically measures an

employee’s personality and performance, usually by managers or immediate
supervisors, against predefined attributes like skillset, knowledge about the role,
technical know-how, attitude, punctuality, and so on.

Performance appraisal has many names across organizations. Some call

it performance evaluation, and some prefer performance review, merit rating,
annual performance review, etc.

This process is carried out to identify the inherent qualities of an employee and the
abilities and level of competency of an employee for their future growth and
development and that of the organization they are associated with. It aims at
ascertaining the value of an employee and his/her offering to the organizational
performance. Performance appraisals help managers and supervisors place the
right employee to do the right job, depending on the skill set they possess. Without
an ounce of doubt, every organization needs a robust performance appraisal
process.

Performance appraisal methods:

 Self-evaluation

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This is an important way to get insights from the employees and evaluate
themselves. You need to first get information about how an employee evaluates
himself/herself; after conducting this evaluation, the performance management has
an opportunity to fairly appraise an employee based on their thoughts.

 360-degree feedback appraisal system

360-degree feedback, an employee is evaluated by his/her supervisor/manager,

peers, colleagues, subordinates, and even management. Inputs from different
sources are considered before talking to the employee face-to-face. In this process,
each employee’s performance is rated according to the job done based on the job
descriptions assigned to them.

 Checklists

The evaluator is given a checklist of several behaviours, traits, attributes, or job

descriptions of the employee who needs to be evaluated. The checklist can contain
sentences or simple attributes, and the evaluator thus marks the employee’s
performance based on what describes the job performance of the employee. If the
evaluator believes that the employee has certain traits, it is marked positive
otherwise, it is left blank.

 Essay method

This is also known as the “free-form method.” As the name suggests, it is a

descriptive method that elaborates on performance criteria. A major drawback of
this method is to keep biases away.

6.COMPENSATION AND BENEFITS

Benefits and compensation form the major crux of the total cost expenditure of an
organisation. It is a must to plug the expenses, and at the same time, it is also
necessary to pay the employees well. Therefore, the role of human resource
management is to formulate attractive yet efficient benefits and compensation

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packages to attract more employees into the workplace without disturbing the
finances of the company.

The primary objective of the benefits and compensation is to establish equitable

and fair remuneration for everyone. Plus, HR can use benefits and compensation as
a leverage to boost employee productivity as well as establish a good public image
of the business.

Therefore, one of the core HR department functions is to lay down clear policies
and guidelines about employee compensation and their available benefits. One of
the functions of HR manager is to ensure the effective implementation of these
policies and guidelines. This creates equality and builds transparency among the
employees and the management within the organisation. After all, the level of
employee satisfaction at work is directly proportional to the compensation and
benefits they receive.

7. LABOUR RELATION:

Cordial labour relations are essential to maintain harmonious relationships between

employees at the workplace. At the workplace, many employees work together
towards a single objective. However, individually, everyone is different from the
other in characteristics. Hence, it is natural to observe a communication gap
between two employees. If left unattended, such behaviours can spoil labour
relations in the company.

Therefore, it is crucial for an HR to provide proper rules, regulations and policies

about labour relations. This way, the employees have a proper framework within
which they need to operate. Therefore, every employee will be aware of the
policies which will create a cordial and harmonious work environment. Such a
structured and calm work atmosphere also helps with improving performance and
aching higher targets.

8. HEALTHY AND SAFETY REGULATION:

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Every employer should mandatorily follow the health and safety regulations laid
out by the authorities. Our labour laws insist every employer to provide whatever
training, supplies, PPE, and essential information to ensure the safety and health of
the employees. Integrating the health and safety regulations with company
procedures or culture is the right way to ensure the safety of the employees.
Making these safety regulations part of the company activities is one of the
important functions of HRM.

9. INDUSTRIAL RELATION

It’s usually the production lines and manufacturing units where this HR function is
mostly used. You see, Unions exist in factories and manufacturing units. And their
responsibility is towards the goodwill about the workers — in fact, they’re always
vocal and upfront about. Now, for a company, especially into manufacturing and
production, the HRs must have ongoing Industrial Relations practices. They must
also continuously engage with the Unions in a friendly and positive manner to
maintain amicable relations.

The true motive of Industrial Relation touches on a lot of issues within the
company. For instance, Industrial Relations may be in place to meet wage
standards, reduce instances that call for strikes and protests, improve working and
safety conditions for employees, reduce resource wastage and production time and
so on. Industrial Relations is extremely important because, if handled properly, it
can circumvent protests, violence, walkouts, lawsuits, loss of funds and production
time.

10. ADMINISTRATIVE RESPONSIBILITY:

Human resources department also manages day-to-day administrative tasks related

to the workforce. They are responsible for maintaining personnel records and files
and paperwork related to on- and off-boarding, insurance policies and employee
contracts. Employees can come to these professionals to gain clarity or assistance
with the relevant workplace or administrative procedures and policies. For
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example, specialists within the department may also handle payroll and scheduling
procedures. When necessary, the department also manages travel arrangements and
processes business-related expenses.

11. POLICY FORMULATION:

Policies are the backbone of an efficient and effective business. A well-designed

policy framework entails a company’s working principles and procedures to
operate successfully. An organization without strong policies won’t survive long
and can suffer from inconsistent decision-making. For instance, a manager cannot
be omnipresent to monitor the staff. Instead, they can formulate policies and ask
each staff member to adhere to them for proper task execution.

HUMAN RESOURCE INFORMATION SYSTEM

POORNATA, an ERP (people soft) implementation of human resource has been

introduced in Grasim industry to elevate HR processes to world class levels and
standardize them across businesses and units. This has resulted in single integrated
HR-ERP for all management cadre employees of the group. These automated HR
processes will also aid in faster, efficient, timely and accurate date availability to
management for decision making.

POORNATA helps a lot in different works of the organisation. It helps in the

following ways:

 It helps in entry of all the database of all the employee.

 It reduces time to note all the database of the employees
 It reduces different mistake or errors while maintaining the data base
 It helps in doing performance appraisal of the employees
 It helps in updating the data of the employees
 It helps in recruitment and selection of the employees
 It reduces time of the work.
 It also reduces the no. of employee for maintaining the date base.
 It helps in job description of the employees.

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  It records the compensation details of the employee.

POORNATA also helps the employee in this way:Once the data of an employee
entered into the POORNATA ERP, the employees get a POORNATA ID, which
helps the employee to know about the different policies of the organisation.

 They can know these policies directly from the ERP system
 As it done only through online, there is no delay in getting different
information.
 It also helps to do the reporting to the concerned person.
 They can also fill the form which they face during their work and send to
their departments.

In this way POORNATA not only helps the manager but also the workers.

CHAPTER - 5
A STUDY OF EMPLYOEE SATISFACTION

INTRODUCTION TO THE TOPIC

The father of scientific management Taylor’s approach to the employee

satisfaction was based on almost pragmatic and essential pessimistic philosophy
that man is motivated by money alone. This research work helps to find how far
the job satisfied the employee in their job.

Employee satisfaction refers to person feelings of satisfaction on the job, which act
as motivation to work. It is not self-satisfaction, happiness or self-contentment but
the satisfaction on the job. The team related to the total relationship between in an
individual doe’s means the simple feeling satisfaction accompanying the
attainment of any goal. The end research workers differently the factors
contributing to employee satisfaction and dissatisfaction.

The success of a corporation depends very much on customer satisfaction. A high

level of customer services leads to customer retention, thus offering growth and
profit opportunities to the organization. There is a strong relationship between

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customer satisfaction and employee satisfaction. Satisfied employees are more
likely to stay with company and become committed and have more likely to be
motivated to provide high level of customer service, by so will also further
enhance the employee’s satisfaction through feeling of achievement. Enhanced
employee satisfaction leads to improved employee retention; and employee
satisfaction ensures the successful implementation of continuous improvement and
customer satisfaction. Customer satisfaction will no doubt leads to corporate
success and greater job security. These will further enhance employee satisfaction.
Therefore, employee satisfaction is a prerequisite for customer satisfaction.

The questionnaire given to the employees was structured one and it consists of
multiple choices questions followed dichotomous questions. The questionnaire is
used to collect the opinion, feeling, attitude and suggestions of the workers based
on their data collected, tabulate and analyzed.

1.2 DEFINITION

D.C. FELDAM and H.J ARUDD has defined “job satisfaction as the amount of
overall positive effects that individual have towards their job’’.

KEITH DAVIS J.W. NEWSTOM has defined “job satisfaction is a satisfaction

of favorable or unfavorable feelings with employees view their work”.

E.A LOCKE defined job satisfaction “a pleasurable or positive emotional state

resulting from the appraisal of one’s job experience “.

Employee satisfaction is the terminology used to describe whether employees are

happy and contented and fulfilling their desires and needs at work. Many measures
purport that employee satisfaction is a factor in employee motivation, employee
goal achievement, and positive employee morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can also be

a downer if mediocre employees stay because they are satisfied with your work
environment.
The facets of employee satisfaction measured vary from company to company.

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A second method used to measure employee satisfaction is meeting with small
groups of employees and asking the same questions verbally. Depending on the
culture of the company, either method can contribute knowledge about employee
satisfaction to managers and employee.

OBJECTIVES:

To find out the satisfaction level of the employee

 To determine the expectation level of the employee.
 To find out whether they are equally treated.
 To find out if they are satisfied with their service provided.
 To rank the factors according to the importance towards the job.

IMPROTANCE: IMPORTANCE OF EMPLOYEE SATISFACTION FOR

ORGANIZATION

 Increase productivity.
 Increase customer satisfaction.
 Reduce turnover, recruiting, and training cost.
 Enhance customer satisfaction and loyalty.
 More energetic employees.
 Improve team work.
 Higher quality products and/or services due to more competent, energized
employees.
 Enhance employee retention

How do you measure Employee Satisfaction?

There are many state-of-the-art tools that help measure Employee
satisfaction quite effectively. Employers can do so by conducting surveys
and then taking actions based on that, using the employee satisfaction index
(ESI) and Employee Net Promoter Score (eNPS), installing a facility to
receive feedback, and using dedicated specialized software.

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What contributes to employee satisfaction?
Employee satisfaction at the workplace is a result of:

o Treating employees with respect.

o Providing regular rewards and recognition.
o Empowering employees by listening to their queries and resolving them
timely.
o Offering good benefits and compensation.
o Providing opportunities for employee skill development.
o Positive work culture and a management that is driven.

CHAPTER - 6
REVIEW OF LITERATURE

RESEARCH METHODOLOGY:

The purpose of the research methodology is to describe the research procedure, the
data collection method, and field method and analysis procedure.

The methodology this study consist of both primary and secondary data. These
data’s collected from the respondents were through questionnaires. The primary
data were collected from the respondents; the secondary data were collected from
the books.

Nature of research:

The advance learner Dictionary of current English says the meaning of research
as,” A careful investigation of inquiry especially through search for new facts in
any branch of knowledge”.

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It refers to the systematic method consisting of enunciating the problem,
formulating the hypothesis, collecting facts, analyzing the data and reaching
certain conclusion.

Research design:

A research design is the specification of methods and procedure for accounting the
information needed to structure or to solve problems. It is the overall operational
pattern of frame work of the project that stipulates procedures.

The research design followed by the investigation is “to find the level of job
satisfaction existing in the organization. The study implies socio economic
characteristics such as age, sex, income, occupation, etc…

Types of research:

 Descriptive Research
 Quantitative Research
 Analytical Research
 Fundamental Research
 Qualitative Research

Descriptive research:

Descriptive research includes survey and fact-finding enquiry of different kinds. Its
major purpose is the description of the state of affairs as it exists as present. The
method of surveys of all kinds including comparative methods.

Data collection method:

A survey method has been used to collect the data.

Data collection:

The researcher should keep in mind two types of data while collecting viz. primary
data and secondary data.

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Primary data:

Primary data is used to collect the opinion, feeling and attitude of the workers. The
primary data are those, which are collected afresh and for the first the time and
thus happen to be original in character. These are several methods of collecting
primary data. Some of them are interview method, through questionnaires,
schedules etc.…

Secondary data:

The secondary data on the other hand are those, which have already been collected
and passed through the statistical process. Secondary data may either be published
or unpublished data.

HYPOTHESIS

H0: There is no significant impact between the working conditions and job
satisfaction.

H1: There is a significant impact between the working conditions and job
satisfaction.

Nature of data:

In the survey the nature of data collected was primary, though the help of
questionnaires.

Collection of data through questionnaire:

This method of data collection is quite popular. In this method a questionnaire is

sent to the person concerned, with a request to answer the questions and return the
questionnaires. It consists of a number of questions printed or type in a Definite
order on a form or a set of forms. The respondents have to answer the
questionnaire on their own.

Instrument used: Questionnaire has been used for the purpose of survey and
questionnaire is structured one and it consists of multiple choice of question
followed by dichotomous question.

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Sampling: When field studies are undertaken, considerations of time and cost
almost invariably leads to selection of respondents. Such part of population, which
is provided by deliberate selection with the object of investigation, is called
sample.

Sampling unit: The employees of Grasim Industries Ltd. are sampling unit. The
samples are collected for the project.

Sampling method: Sampling met followed by investigator is convenience sample

method from the employee of the Grasim Industries Ltd.

Sampling size: All items consideration in any field of inquiry constitutes a

universe of population. In this research only a few items can be selected from the
population for our study purpose. The items selected constitute what is technically
called a sample. Here out sample size is 50 employees from the total population in
the deliver people. The samples are selected on the bases of convenient.

Contact method: The employees were interviewed personally with the help of the
structured questionnaire.

Period of survey: The duration of the study has been for 45 days area of survey

CHAPTER - 7
DATA ANALYSIS AND INTERPRETATION

Listing of importance attributes:

Using the in-depth interview technique, numbers of attributes were determined

which affect the levels of satisfaction of employees with respect to the company.

Ranking as per importance: Ranking is done after analyzing all the attributes for
the given sample that which one has more importance and which one is least
important.

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Table and charts: Various kinds of tables and charts are used to represent the
survey finding and results. Charts are pie - diagram, bar - diagram are used.

Bar diagram: It is a popular form of diagrammatic representation. This diagram

chart consists of a series of rectangular bars standing on a common base. The bar
are all of equal width and equidistant. The length of this bar is promotional to
magnitude. Comparisons among the bars are based on the lengths only. This type
of diagram is called one – dimensional diagram.

Pie – diagram: A pie – diagram is a pictorial representation of a statistical data

with several sub – division in a circular form. A pie – diagram consists of a circle
sub – divided 19 into several sectors by radius. The area of the sectors is
proportional to the values of the component.

DATA INTERPRETATION:

Interpretation refers to the task of drawing experimental study. In fact it is a search

for broader meaning of research finding. Data interpretation is concerned with
relationship within the collected data, partially with relationship within the
collected data. Partially overlapping analysis interpretation is also beyond the data
of the study to include the result of other research, theory hypothesis.

The formula commutation of percentage of respondent:

No. of respondent *100 % of respondent = Total no. of respondent

TABLE 1

1. Satisfaction level regarding working life’s in an organization?

SCALE NO. OF RESPONDENTS PERCENTAGE OF

RESPONDENTS
Poor satisfaction 5 10.00
Need to improve 7 14.00
Seldom satisfaction 10 20.00
Great satisfaction 19 38.00
Extremely delighted 9 18.00
total 50 100

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 Quality of work life
Poor satisfaction Need to improve Seldom satisfaction
Great satisfaction Extremely delighted

10%
18%
14%

20%
38%

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding
working life in the org. 10% of employees are not satisfied at all, 14% of
employees believe that it needs to improve, 20% of the employees are seldom
satisfied , while 38% of the employees are greatly satisfied and 18% of employees
are extremely satisfied.

TABLE 4

4. Level of understanding of HR and welfare policy

Scale No. of respondents Percentage of

respondents
Poor satisfaction 6 12.00
Need to improve 10 20.00
Seldom satisfaction 10 20.00
Great satisfaction 15 30.00
Extremely Delighted 9 18
Total 50 100

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 Understanding of HR & welfare policy
Poor satisfaction Need to improve Seldom satisfaction
Great satisfaction Extremely delighted

12%
18%

20%

30%

20%

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding
understanding of HR & welfare policy. 12% of the employees are not satisfied,
20% of the employees believe that it needs to improve, 20% of the employees are
seldom satisfied, 30%of the employees are greatly satisfied and 18% of the
employees are extremely delighted.

TABLE 6

6. Level of satisfaction regarding the physical condition of workplace & space

Scale No. of respondents Percentage of

respondent
Poor satisfaction 9 18.00
Need to improve 9 18.00
Seldom satisfaction 3 6.00
Great satisfaction 11 22.00
Extremely delighted 18 36.00
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 Total 50 100

Physical condition of workplace

Poor satisfaction Need to improve Seldom satisfaction
Great satisfaction Extremely delighted

18%
36%

18%

22%
6%

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding the
physical condition of workplace. 18% of the employees are poor satisfied, 18% of
the employees believe that it needs to improve, 6% of the employees are seldom
satisfied, 22% are greatly satisfied and 36% of the employees are extremely
satisfied.

TABLE 13

13. The satisfaction level of Performance appraisal/reward

Scale No. of respondents Percentage of

respondents
Poor satisfaction 4 8.00
Need to improve 8 16.00
Seldom satisfaction 8 16.00
Great satisfaction 19 38.00

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 Extremely delighted 11 22.00
Total 50 100

Reward & Recognition

Poor satisfaction Need to improve Seldom satisfaction
Great satisfaction Extremely deighted

8%
22%
16%

16%

38%

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding
performance reward & recognition. 8% of the employees are poor satisfied, 16%
of the employees believe that it needs to improve, 16% of the employees are
seldom satisfied, 38% are greatly satisfied and 22% of the employees are
extremely satisfied.

TABLE 14

14. Satisfaction regarding safety provided by the company.

Scale No. of respondents Percentage of

respondents
Poor satisfaction 2 4.00
Need to improve 6 12.00
Seldom satisfaction 9 18.00

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 Great satisfaction 17 34.00
Extremely delighted 16 32.00
Total 50 100

Safety & security

Poor satisfaction Need to improve Seldom satisfaction
Great satisfaction Extremely satisfaction
4%

12%
32%

18%

34%

Interpretation:

Above table & chart is showing the level of satisfaction of employees regarding
safety and security. 4% of the employees are poor satisfied, 12% of the employees
believe that it needs to improve, 18% of the employees are seldom satisfied, 34%
are greatly satisfied and 32% of the employees are extremely satisfied.

TABLE 15

SATISFACTION LEVEL REGARDING WELFARE FACILITY

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 CANTEEN
100%
80%
60%
40%
20%
0%
Food price Quality of food Sevice of the food Sanitation

INTERPRETATION: Above chart is showing the level of satisfaction of

employees regarding the Canteen facility. 94% of the employees are satisfied with
the price of the food, 74% of the employees are satisfied with the Varieties of food
that are served in the canteen, 83% of the employees are satisfied with the service
of food and 61% of the employees are satisfied with the cleanliness of the canteen.

TABLE 16

SCHOOL
95%
93%
91%
89%
87%
Quality of education Infrastructure and Quality of teaching Academic counselling
campus safety techniques

INTERPRETATION: Above chart is showing the level of satisfaction of

employees regarding the Hospital facility. 92% of the employees are satisfied with
the quality of education, 95% of the employees are satisfied with the infrastructure
and campus safety, 90% of the employees are satisfied with the quality of teaching
techniques/methodology and 93% of the employees are satisfied with Academic
counselling.

TABLE 17

HOSPITAL FACILITIES

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 100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
SANITATION FRIENDLY DOCTOR EMERGENCY EQUIPMENTS TREATMENT FACILITIES
STAFF COMPETENCE SERVICE AVAILABILITY PROCESS AVILABILITY

INTERPRETATION: Above table shows the satisfaction level of employees

regarding the hospital facility. 92% of the employees are satisfied with the
cleanliness of the hospital, 88% of the employees are satisfied with the staff
behavior, 73% of the employees are satisfied with the doctors competence, 82% of
the employees are satisfied with the emergency services, 63%of the employees are
satisfied with the treatment process and 70% of the employees are satisfied with
the availability of facilities like nurses, beds, ambulance etc.

TABLE 18

ESTATE
101
100
99
98
97
96
95
94
Colony maintenance Problems are heard complaints dealt

Interpretation:

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Above table shows the satisfaction level of the employees regarding the estate
facility. 100% of the employees are satisfied with the colony maintenance (like
water supply, cleanliness, electricity etc.), 100% of the employees are satisfied
with the way problems are heard and the way they are treated, 96% of the
employees are satisfied with the ways complains are resolve.

TABLE 19

TRANSPORT
101%
100%
99%
98%
97%
96%
95%
94%
93%
92%
91%
Transport service Adequate no. Of vehicles Availability of emergency
transportation

Interpretation:

Above table shows the level of satisfaction of the employees regarding Transport
facility. 100% of the employees are satisfied with the Transport service, 96% of the
employees believe that there is adequate no. of vehicles for the movement of goods
and staff and 94% of the employees believe that there is an availability of
emergency transport.

CHAPTER - 8

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FINDINGS OF HR PRACTICES:

# During the study of the project, I observed different functions of the HR

department. I got the knowledge about the different types of HR policies
functioning in the organization. I also got knowledge about how the organization is
following their values in a very sincere way.

# I learnt how what types of facilities are being provided to the employees.

# I also observed how they are doing the performance appraisal on basis of the
achievement of the targets of the employees in the time given to them through
ERP.

# I got the knowledge about different departments in a manufacturing company

and idea about the challenges what the employees are facing while performing
their work

# As I worked on the ERP system of the organization, I came to know that how
they are maintaining the data base of the employees for all department region wise
& its importance.

# They emphasis on providing proper working environment to their employees to

their employees, so that the employees can work efficiently & smoothly.

RECOMMENDATIONS

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The suggestions are drawn from the analysis and observations. Few suggestions
are given as under:

 The company should focus on improving the Ambience of the departments

and better working environment should be provided.
 Pickup point and drop point should be made for the employees.
 There should be separate man & material Gate.
 There should be more number of utensils in the canteen.
 Tuitions facility should be provided to the employee children within the
campus and fixed rate should be decided.
 There should be increment in the daily expenses of the contract workmen.
 Counseling should be done for the doctors.
 Regular inspection of the hospital should be done.

LIMITATION

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At the Grasim Industry Chemical division plants there are so many restriction &
protocols due to security & privacy reason. I did not get the permission to visit
every area of the company, so I was not able to take the opinion of some
department's employee.

• Many employees did not respond for the survey due to fear of HR department.

• Some employees refuse to give answers by giving the reason that they have not
the authority.

• Due to work load of employees, they take so much time to feel the survey form.

• We find that employees have the fear of HR so I could not mention their age &
name in the Survey form.

CONCLUSIONS

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This report is prepared during the summer training undertaken at GRASIM
INDUSTRY LIMITED CHEMICAL DIVISION REHLA on partial fulfillment of
BBA Course. It has been a very great experience to get training under such a
reputed pharmaceutical company. After preparing report on EMPLOYEE
SATISFACTION among the employees and the HR PRACTICES IN INDUSTRY,
I learn lots of things about it and how it is important to the organization. It helps
me to increase my knowledge and level of understanding the people. In GRASIM
INDUSTRY Ltd. there are easy & systematic system for all activities related to
work & their human relations are very good in nature & organization culture is
very much inspirational. All employees are very supportive &enthusiastic about
the organization growth.

APPENDIX

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QUESTIONNAIRE:

QUESTIONNAIRE ON EMPLOYEE SATISFACTION *Poor

satisfaction, **Need to improve, ** *Seldom satisfaction, **** Great
satisfaction, ***** Extremely Delighted

Rate your Answer with star as above denoted

1. Satisfaction level of working life's in an organization.

2. Ability to balance work with their personal life.
3. Level of understanding of role, responsibility & authority in an
organization
4. Level of understanding the HR & welfare policy.
5. Level of understanding of vision statement.
6. Level of Satisfaction regarding the Physical condition of workplace like
space, storage & hygiene.
7. Satisfaction regarding the inter-personal relationship with peers, superior
& subordinate.
8. Level of which company makes good use of employee's skill & talent.
9. Quality of training given by the GRASIM INDUSTRIES LTD to trainee.
10. The chances to learning something new.
11. The way superior gets respondent's view & take it when making key
decision.
12. The way by which management solve the employees' problem
13. Satisfaction regarding the Safety provided by the company.
14. The way employee's skill match with the job.

List of facility which you (employee feel that it will help you to increase
the satisfaction level.
 WELFARE FACILITIES
CANTEEN:
1. Is the price of the food economical?
o Yes
o No
o Can’t say
2. Do you think the offered food is healthy and tasty?
o Yes

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 o No
o Can’t say
3. Do you think the food served in the canteen is of variety?
o Yes
o No
o Can’t say
4. Do you think the canteen personnel maintain the cleanliness of the canteen?
o Yes
o No
o Can’t say
5. Are the Serving staffs kind and friendly?
o Yes
o No
o Can’t say
6. Do the Canteen premises have suggestion box/register?
o Yes
o No
7. Are the complaints rectified
o Yes
o No

SCHOOL:

How would you rate your satisfaction with the school on the these parameters

1. Quality of education
o Satisfied
o Neutral
o Not satisfied
2. Quality of Teaching Techniques/Methodology
o Satisfied
o Neutral
o Not satisfied

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 3. Extracurricular activities
o Satisfied
o Neutral
o Not satisfied
4. Infrastructure and Campus safety
o Satisfied
o Neutral
o Not satisfied

Please state your agreement with the below statements that best describe your
Experience with the school:

5. Your child is taught to be mindful of society at large

o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree
6. Your child is treated fairly and with respect
o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree
7. Your child receives academic counselling
o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree

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HOSPITAL:

1. How frequently medical checkup is organized by your company?

o Once in 2 months
o Once in 6 months
o Once a year

2. Were the staffs empathetic to your needs?

o Vey empathetic
o Empathetic
o Somewhat empathetic
o Not empathetic

3. Are you satisfied with the doctors available in the hospital?

o Somewhat satisfied
o Satisfied
o Somewhat satisfied
o Dissatisfied
o Very dissatisfied

4. Do you get any relief on treatment expenses?

o Yes
o No
o Can't say

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5. Do the employees or workers get proper treatment in the hospital?
o Yes
o No
o Can't say

6. Is proper Sanitation maintained in the hospital?

o Yes
o No
o Can't say

7. Are the hospital facilities like (beds, treatment equipments, nurses, compounder
etc.) adequate?
o Yes
o No
o Can't say

SAFETY AND SECURITY:

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1. Are the security arrangements at your workplace good and given top priority?
o Completely agree
o Agreed
o Neither agree nor disagree
o Partly disagree
o Strongly disagree

2. Are you satisfied with the way the Security Head handle your enquiries,
request and problems?
o Yes
o No
o Can't say

3. Are you satisfied with the quick response team during emergencies?
o Yes
o No
o Can't say

4. Do you think there is proper availability of security equipment, tools and

techniques in the security department?
o Yes
o No
o Can't say

5. Does the Security Head fulfill his/her duties towards the site, venue and the
team?
o Yes
o No
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 o Can't say

ESTATE:

1. Are you satisfied with the cleanliness of your colony, domestic electricity,
water supply and facilities provided by the estate?
o Yes
o No
o Can't say

2. Are you treated right and your problems are heard?

o Yes
o No
o Can't say

3. Are your complaints dealt with in time and to your satisfaction?

o Yes
o No
o Can't say

4. Whether regular inspection of colony is done?

o Yes
o No
o Can't say

5. Do you pay any additional charge for the Colony maintenance?

o Yes
o No

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 o Can't say

TRANSPORT:

1. Are you satisfied with the facilities of the transport services?

o Yes
o No
o Can't say

2. Are there an adequate number of vehicles for the movement of goods and
staff?
o Yes
o No
o Can't say

3. Is emergency transportation available?

o Yes
o No
o Can’t say

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 REFERENCE
Books referred:

 Alternative approach and strategies of HRM – The manager Mentor –

Human Resource – Employee Satisfaction – Taylor’s.
 Human resources management – C.B. Gupta & Ashwatappa.
 Employee satisfaction – Martin Luther King, Jr., Thomas Jefferson, Dalai
Lama, Albert Einstein, and Collins Dictionary.
 Job satisfaction – D.C. Feldam & H.J. Arudd Keith Davis, J.W.Newstom,
and E.A.Locke. Research methodology – www. Google. com

Websites:

 https://www.adityabirla.com/
 https://www.scribd.com/doc/
 https://www.bing.com/ck/
 https://www.grasim.com/
 https://www.studocu.com
 https://www.acadamia.edu
 https://www.slideshare.net
 https://www.aihr.com

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