EMPLOYEE SATISFACTION SURVEY-2010 ON TATA STEEL- AGRICO DIVISION JAMSHEDPUR A Summer Report submitted to the SRM University in partial fulfillment of the requirement for the award of the degree OF MASTER OF BUSINESS ADMINISTRATION BY MALLICK NEHA SAMEEN ABSAR AZAM (REG.NO. 3510910399) UNDER THE GUIDANCE OF Prof. SRIVIDYA SRM SCHOOL OF MANAGEMENT
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EMPLOYEE SATISFACTION SURVEY-2010ON
TATA STEEL- AGRICO DIVISIONJAMSHEDPUR
A Summer Report submitted to the SRM University in partial fulfillment of the requirement for the award of the degree
Mr. Vijay Kumar Mr. Rashid JaffreyHead, New Prod. Dev. Manager, Business HRTata Steel - Agrico Division Tata Steel
SUBMITTED BY:-
Name : Mallick Neha Sameen Absar Azam
Regn. No. : 3510910399Institute : S. R. M. SCHOOL OF MANAGEMENT,
CHENNAI
DECLARATION
I Mallick Neha Sameen Absar Azam, , a bonafide student of S.R.M School Of Management, hereby declare that the project entitled “STUDY ON EMPLOYEE SATISFACTION SURVEY 2010 “,
submitted in partial fulfillment for the award of the Degree of Master of Business Administration is my original work.
Place: Mallick Neha Sameen
Absar Azam Date:
BONA FI
DE CERTIFICATE
It is certified that this project report titled “STUDY ON EMPLOYEE SATISFACTION SURVEY 2010 ” is the bonafide work of Miss.Mallick Neha Sameen Absar Azam who carried out project under my supervision.
Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Dr Jayshresh Suresh Mrs. SRIVIDYADean(MBA) (Project Guide)
Contents
1. Preface
2. Acknowledgement
3. Objective Of The Study
4. Executive Summary Of The Project
5. Introduction To TATA STEEL
6. H. R. Policies Related To Tata Steel
7. Introduction To Tata Agrico
8. Company Profile Of Tata Agrico
9. About Employee Satisfaction
10. Research Methodology
11. Data Analysis – Graphical Representation
12. Observation
13. Recommendation And Findings
14. Limitations
15. Bibliography
16. Questionnaire (Annexure – 1)
PREFACE
“Employees should have satisfaction at each level of their job not merely due to formality, but for their expression of gratitude towards the organisation.”
India has the second largest pool of human resources in the world. HRD is the continuous and dynamic process encompassing individuals , organisations and societies. The core of management –HUMAN is the essence of the human resource development. With this realisation several organisations are creating a proper management and employee relation to survive in a dynamic and competitive business environment and coping with the market changes, employee’s satisfaction, productivity and quality target.
It is actually the human brain and efforts that sets the machine in motion. Survey of employee satisfaction is one of the best tool in the hands of management for measuring the “Employee Satisfaction Level”.
This project includes relevant suggestions for maintaining and improving the satisfaction level of the employees of Agrico division.
This project has been prepared as an attempt to reach various sections such as the management students and other readers of the project and provide them with some useful information.
ACKNOWLEDGEMENT
When expressed in words the feeling of gratitude is only partly conveyed with humble submission.
At first I would like to acknowledge my thanks to my project guide Mr. Rashid Jaffrey manager, business HR, for his valuable and enlightened guidance with critical appraisal of ideas expressed in this project work. It is needless to say that without his kind cooperation, inspiration and moreover his patient and consistent guidance this project wouldn’t have been possible.
I wish to express my deep gratitude and respect to Mr Vijay Kumar, Head-NPD who also gave his valuable time , support encouragement and suggestions during the project, these were very essential to make this project a successful one.
I also appreciate the kind cooperation given by the members of tata steel and the Agrico division who have helped in conducting a small survey for finding out the prospectus of the value proposition and suggesting measures to improve it.
At the end I would like to thank the college authorities who gave us the permission to do the project in the world class branded company i,e. Tata steel . I would also like to thank all those who contributed directly or indirectly for the successful completion of this project.
Objective of the study
The performance of an employee in any organisation is directly related to his degree of satisfaction. Higher is the degree of satisfaction higher is his efficiency and performance level. Thus employee satisfaction is part and parcel of HRM in any organisation. High level of employees satisfaction increases the morale , improves efficiency , reduces employees turnover retes and strikes and improves production.
Survey of employee satisfaction is the best criteria for evaluating the “EMPLOYEE SATISFACTION LEVEL” of the employees. Thus our survey on the topic of employee satisfaction was conducted to find out the current status of satisfaction index and to avoid the occurrence of any future dissatisfaction and to attain the following objectives—
Finding out the current employee satisfaction index of Agrico division among the officers.
*performance management system *position at the company *leadership *company rating *job at TATA Agrico
For realistic and generous understanding of the employee level of this department
EXECUTIVE SUMMARY
It was a great opportunity to do this project for the TATA STEEL, Agrico division. The basic objective of the project is to find the level of employee satisfaction among the executives of Agrico.
Keeping the above objective in mind, every effort was made to reach the factual position at the ground level and tried hard to figure out the constraints. The questionnaire was prepared with due diligence so that concrete and real issues can be captured. We focused on areas such as
*performance management system *position at the company *leadership *company rating *job at TATA Agrico
The comprehensive data collected thereby was of quality and has thrown up some revealing facts. Detailed analysis of the raw data depicted the present satisfaction level and the factors which decrease the satisfaction level of the customer.
Research shows that satisfied, motivated employees will create higher customer satisfaction and in turn positively influence organisational performance. Observing this trend, many organisations are investing in measuring and quantifying employee options and attitudes by incorporating employee satisfaction survey and other similar tools.
The survey results show that the satisfaction level of employees is satisfactory for all the executives as a whole.
Necessary measures are being taken to satisfy the employees regarding their cash and non cash benefits and their comfort level.
In fact , the brand equity of the group has been known for a high degree of trust ,loyalty, worthy price and dependability. Tata’s are known by their brand and their endeavor is for carving a niche in whatever business they are in. Tata’s have maintained high standards in addressing the employees welfare and I am sure the outcome of this study will be taken in a right perspective and hope it will act as a tool for improving the employees satisfaction in the Agrico division.
INTRODUCTION TO TATA STEEL
Backed by 100 glorious years of experience in steel making, Tata
Steel is the world’s 6th largest steel company with an existing
annual crude steel production capacity of 30 Million Tonnes Per
Annum (MTPA). Established in 1907, it is the first integrated steel
plant in Asia and is now the world`s second most geographically
diversified steel producer and a Fortune 500 Company. Tata Steel
has a balanced global presence in over 50 developed European and
fast growing Asian markets, with manufacturing units in 26
countries.
Tata Steel`s Jamshedpur (India) Works has a crude steel
production capacity of 6.8 MTPA which is slated to increase to 10
MTPA by 2010. The Company also has proposed three Greenfield
steel projects in the states of Jharkhand, Orissa and Chhattisgarh
in India with additional capacity of 23 MTPA and a Greenfield
project in Vietnam.
Tata Steel’s vision is to be the global steel industry benchmark for
Value Creation and Corporate Citizenship.
Tata Steel India is the first integrated steel company in the world,
outside Japan, to be awarded the Deming Application Prize 2008
for excellence in Total Quality Management.
Products: Tata Steel`s Jamshedpur Works produces hot and cold
rolled coils and sheets, galvanized sheets, tubes, wire rods,
construction rebars and bearings. In an attempt to 'decommoditise'
steel, Tata Steel has introduced brands like Tata Steelium (the
world's first branded Cold Rolled Steel), Tata Shaktee (Galvanized
Agrico (hand tools and implements), Tata Wiron (galvanized wire
products), Tata Pipes (pipes for construction) and Tata Structura
(contemporary construction material).Apart from these product
brands, the company also has in its folds a service brand called
“steeljunction”. Corus’ main operating divisions comprise Strip
Products, Long Products and Distribution & Building Systems
Division. The NatSteel group produces construction grade steel
such as rebars, ‘cut-andbend’ cages for construction, mesh,
precage bore pile, PC wires and PC strand. Tata Steel Thailand
produces round bars and deformed bars for the construction
industry.
Corporate Sustainability: Regarded globally as a benchmark in
corporate social responsibility, Tata Steel's commitment to the
community remains the bedrock of its hundred years of
sustainability. Its mammoth social outreach programme covers the
company-managed city of Jamshedpur and over 800 villages in
and around its manufacturing and raw materials operations through
uplift initiatives in the areas of income generation, health and
medical care, education, sports, and relief.
A few Important Awards and Recognitions:
Tata Steel India awarded the Deming Application Prize
2008 for excellence in Total Quality Management. It is the first
integrated steel company in the world, outside Japan to get this
award.
World Steel Dynamics has ranked Tata Steel as the world's best
steel maker (for two consecutive years) in its annual listing in
February 2006.
Tata Steel has been conferred the Prime Minister of India's
Trophy for the Best Integrated Steel Plant five times.
It has been awarded Asia's Most Admired Knowledge
Enterprise award five times in 2003, 2004, 2006, 2007 and
2008.
Conferred the prestigious Global Business Coalition Award for
Business Excellence in the Community in recognition of its
pioneering work in the field of HIV/ AIDS awareness.
Tata Steel works has been conferred the prestigious social
accountability (SA) 8000 certification by social. Accountability
international (SAI), USA. It is the first steel company in the
world to receive this certificate.
COMPANY HR REALTED POLICIES
In adherence to the Tata Code of Conduct, Tata Steel’s policies pertain to active sets of principles, in
different areas of operation that help to bring uniformity in processes by clearly defining the Company’s
approach.
Corporate Social Responsibility & Accountability Policy
Tata Steel believes that the primary purpose of a business is to improve the quality of life of people
Tata Steel shall volunteer its resources, to the extent it can reasonably afford, to sustain and improve healthy and prosperous
environment and to improve the quality of life of the employees and the communities it serves.
Tata Steel shall conduct its business ever mindful of its social accountability, respecting applicable laws and with regard for
human dignity.
Tata Steel shall positively impact and influence its partners in fostering a sense of social commitment for their stakeholders.
Date: 1st October 2009
HM Nerurkar
( Managing Director)
Quality Policy
Consistent with the group purpose, Tata Steel constantly strives to improve the quality of life of the communities it serves through
excellence in all facets of its activities.
We are committed to create value for all our customers and key stakeholders by continually standardizing, improving and innovating our
offerings, systems and processes involving all our employees.
This policy shall form the basis of establishing and reviewing the Business Objectives and Strategies and shall be communicated across
the organization. The policy will be reviewed to align with business direction and to comply with all the requirements of TQM Principles.
Date: 1st October 2009
HM Nerurkar
( Managing Director)
Human Resource Policy
Tata Steel is an equal opportunity employer.
Tata Steel recognizes that its people are the primary source of its competitiveness.
It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their
productivity.
It will aim at ensuring transparency, fairness and equality in all its dealings with its employees.
Tata Steel shall strive continuously to foster a climate of openness, mutual trust and teamwork.
In the process Tata Steel shall strive to be the employer of choice by attracting the best available talent and ensuring a cosmopolitan
workforce.
Date: 1st October 2009
HM Nerurkar ( Managing Director )
HR DEPARTMENT AND ITS FUNCTION :
HR department is divided into two major function areas: HR Section: It takes care of officers :Major task undertaken by HR department is manpower planning, recruitment, compensation planning, perks & benefits, defining training needs, carrier planning , managing grievances & conflicts etc.IR Section: It takes care of Workers & Supervisors :Major task undertaken by IR department is manpower planning, Industrial Harmony , wages negotiation with management & union , recruitment, defining training requirement , managing grievances & conflicts , legal , disciplinary procedure , undertaking litigation on behalf of company in labour court, civil court & tribunalsHR PLANNING :MANPOWER PLANNING :
Manpower planning enables HR department to project its short to long term needs on the basis of its departmental plans so that it can adjust its manpower requirements to meet changing priorities. The more changing the environment the department is in, the more the department needs manpower planning to show:
• the number of recruits required in a specified timeframe and the availability of talent• early indications of potential recruitment or retention difficulties• surpluses or deficiencies in certain ranks or grades• availability of suitable qualified and experienced successors
RECRUITMENT AND SELECTION:
Tata Steel's recruitment policy is designed to attract the right talent at the right time, to enhance the net worth of human capital and to
obtain the best possible person-to-job, which will contribute to company's effectiveness.
The Company's Recruitment Policy aim at:
Being fair and consistent; Being non-discriminatory on the grounds of sex, race, age,
religion or disability; Conform to statutory regulations
TATA STEEL VALUE SYSTEM :
Values Expected Leadership Behaviour
Trusteeship Contributing to the cause of betterment of society
Excellence Motivate the organisation to be the best Drive for understanding of external best practices,
competitive position and Industry trends Constantly drive for excellence and raise the bar in
everything that they doIntegrity Be transparent in rationale for all decisions
Commit to clear, honest and interactive communicationRespect for Individuals
Encourage open and patient debate in a respectful manner
Value and respect employee opinions Treat all people at all site equally
Credibility Ensure implementation of decisions with full commitment
Encourage and adopt an Enterprise-first approach
INTRODUCTION TO THE AGRICO DIVISION
Agrico Division, a division of Tata Steel is the pioneer manufacturer of superior quality agricultural implements in the country. It was link with company by an entrepreneur during the pre-independence period in 1923. The company was formed with the objective of manufacturing Agricultural Implements/hand tools indigenously, at par with imported ones with respect to quality. The company was taken over by TATA STEEL in 1925. Since then it became a Division of the TATA Steel Company it has been the leading manufacturer of Shovels, Powrahs, Crowbars, Kudalies, Pickaxe and Hammers. These implements cater to the needs of Agricultural, Horticulture Industry, Maintenance of Roads, Dams, Railway- Tracks, Collieries, etc., in India and abroad.
It is located at Jamshedpur, Jharkhand and is engaged in the
design, manufacturing, marketing and sales of agricultural
implements and hand tools.
Today Agrico Business is based on 100% outsourced
manufacturing through external manufacturing units who
are supplied the raw material from TATA Steel for
conversion to the finished products. The manufacturing
activity is done through a number of External Processing
Agents (known as EPAs) located across the country. The raw
material in the form of Billets / HR Sheet is supplied to these
EPAs from Long Products and Flat Products Division of
Tata Steel for conversion to the required products. The
manufacturing is done by the EPAs as per the design,
drawing and standard operating processes of Agrico
Division. The finished goods from the EPAs are transferred
from the EPAs to the Consignment Agents (CA ) of Agrico
Division located across the country.
The skill and knowledge acquired over half a century,
improved methods of manufacture such as forging, and heat
treatment and strict supervision at every stage of
manufacture, guarantee consistently good quality and
durability of Agrico products.
During last 2-3 years, Agrico Division has diversified its
product portfolio by adding new item such as Khurpa,
Garden Tools, Files , mechanized implements such as
Cultivator, Disc & Rotavator.
Some of the products like Garden Tools, Khurpa and Files are
purchased from the suppliers directly and sold to our
customers .
All TATA Agrico implements are distributed all over the country through a network of consignment agents and distributors.
AGRICO Product Profile Business Type Exporter , Manufacturer
Export Percentage 8%
Primary Competitive Advantages
Quality products at competitive prices, Prompt delivery assured, PAN India Brand
No of Staff 23
Year of Establishment 1923
Export Markets Worldwide
OEM Service Provided Yes
Production Type Automatic & semi-automatic
No of Engineers 15
Monthly Production Capacity
10 Lac Pcs
Product Range Agriculture and Garden Tools Hoe Pick-Axe Shovel Crowbar Sledge Hammer Sickle Khurpa Garden Tool Axe Pick Mattock Bill Hook Cane Chopper Spade & Fork
General Purpose Hand Tools Steel File Spanner Wrenches Hammer
Screw Drive
EMPLOYEE SATISFACTION
DefinitionEmployee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement
More about employee satisfaction
To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully.
Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing
but it is always important. A happy employee is likely to put his or her best work forward when he or she is happy in the position they hold. Studies have often shown that money is secondary to feeling needed and appreciated by the boss and the company. If the employee is unhappy, the amount of money you pay won’t make them do a better job or put in more time.
The first thing is, to know the employee’s name, there’s nothing worse than feeling like a number or feeling insignificant enough that the boss doesn’t care to know your name. They are an individual first, then an employee.
Take your employees needs and desires into consideration when doing scheduling. That doesn’t mean that you have to follow their schedule, just that you’re taking it into consideration and will explain to them why their schedule may not work. It feels good to at least have the importance to be considered.
Give your employee quarterly evaluations. Let them know how they’re doing. If they’re doing well, let them know and reward them. If they need improvement, tell them constructively. Everyone feels better when they know where they stand
If a higher position comes available and you have an employee qualified for it or with some training will be qualified for it, promote from within. Just because you have an employee that is very good at their job, doesn’t mean they don’t want to move up. Give them the choice and the chance.
5 Simple Actions You Can Take Today! Say thank you to your people regularly with
explanation for what it is that you appreciate in them.
Review any current bias in reward and plan to resolve to a timescale.
Find out from your people what they need to be happier in their work and involve them in resolving these issues. Resolve quickly those which are easy.
Spend time with your people to hear what is important to them (including non-work things) and value that in them. Show an interest.
Check what people think is expected of them and clarify immediately. Get this information out there to everyone.
RESEARCH METHODOLOGY
The method of data collection was on the based on questionnaire, which was distributed to the officers of the Agrico division .Under this method I used personal interview as well as observation method for collecting the data.Under the questionnaire method I had asked a set of question in a set of defined parameters.UNIVERSE- The universe of my study was the Agrico division of Tata steel.POPULATION- The population of my survey were the twenty five employees of Agrico division.PRIMARY DATA- For primary data collection I had used the method of personal interview and questionnaire(attached to annexure 1).SCOPE OF THE STUDY-To gaze the energy level of the HR/ employeesRATINGS- The ratings were following
The overall rating of all levels of management is 3.94 which shows that the employees agree that they are satisfied with their job at Tata agrico.But if we see level wise there exists a difference of opinion –
Top level rating- 4.2 (they have high satisfaction level with their job)
Senior level rating- 4( they also agree with the satisfaction level of their job)
Middle level rating- 3.6( the middle level employees seem to be neutral in their views)
Administrative level rating- 2(this shows that the employees in this level are not satisfied with their job)
2)
How committed are you at your job at Tata Agrico
0
1
2
3
4
Top m
anage
men
t
Senior
Man
agem
ent
Midd
le M
angem
ent
Admini
strat
ive S
uppo
rt
Levels of Management
No
. o
f E
mp
loye
es
Fully committed
SomewhatcommittedNot sure
Prefer to leave
3)
Job is Challenging
0
1
2
3
4
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels Of Management
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
Very Poor
4)
Recieving supervision and feed back
0
1
2
3
4
Topmanagement
SeniorManagement
MiddleMangement
AdministrativeSupport
Levels of Mangement
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
Very Poor
5)
On the job training
0
1
2
3
4
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
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Sup
port
Levels of Mangement
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
Very Poor
6)
Opportunities for personal development
0
1
2
3
4
Top management Senior Management Middle Mangement AdministrativeSupport
Levels of Management
No.
of E
mpl
oyee
s
Excellent
Good
Average
Poor
Very Poor
7)
Opportunities for Advancement
0123456
Topmanagement
SeniorManagement
MiddleMangement
AdministrativeSupport
Level of Management
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
Very Poor
8)
Team work within your department
0
1
2
3
4
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
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es
Excellent
Good
Average
Poor
Very Poor
9)
How would you like to refer a friend to Tata Agrico
0123456
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
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Levels of Management
No
. o
f P
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le
Excellent
Good
Average
Poor
Very Poor
10)
Please rate Tata Agrico - Caring about employees
012345
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
Very Poor
11)
Please rate Tata Agrico - Attracting high quality employees
01234
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
12)
Please Rate Tata Agrico - Retaining High quality employees
0
1
2
3
4
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
loye
es
Excellent
Good
Average
Poor
Very Poor
13)
Please rate Tata Agrico - Team Work across Department
01234
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
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es
Excellent
Good
Average
Poor
Very Poor
14)
Leadership at Tata Agrico - Setting Corporate Dimensions
012345
Top
man
agem
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Sen
ior
Man
agem
ent
Mid
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Man
gem
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Adm
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Sup
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Levels of Management
No
. o
f E
mp
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es
Excellent
Good
Average
Poor
Very Poor
15)
Leadership at Tata Agrico - Keeping you informed
01234
Top
man
agem
ent
Sen
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Man
agem
ent
Mid
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Man
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Adm
inis
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Sup
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Levels of Management
No
. o
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mp
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es
Excellent
Good
Average
Poor
Very Poor
16)
Leadership of Tata Agrico - Caring about employees
0123456
Top
man
agem
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Sen
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Man
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Mid
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Man
gem
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Adm
inis
trat
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Sup
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Levels of Management
No
. o
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mp
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es
Strongly agree
Agree
Neutral
Disagree
StronglyDisagree
17)
Leadership at Tata Agrico - Serving as Ethical Role Model
012345
Top
man
agem
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Sen
ior
Man
agem
ent
Mid
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Man
gem
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Adm
inis
trat
ive
Sup
port
Levels of management
No
. o
f E
mp
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es
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
18)
I am clear about the criteria based on which my performance will be assessed
(PMS)
0
1
2
3
4T
opm
anag
emen
t
Sen
ior
Man
agem
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Mid
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Man
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Sup
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Levels of Management
No
. o
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mp
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es
StronglyagreeAgree
Neutral
Disagree
StronglyDisagree
19)
My superiors use the performance management system as a development
tool for me (PMS)
012345
Top
man
agem
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Sen
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Man
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Mid
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Man
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Adm
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Sup
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Levels of Management
No
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Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
20)
I recieve sufficient feed back about my performance (PMS)
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No
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Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
21)
I recieve adequate technical/managerial training as per my job requirement - Training &
Development
01234
Top
man
agem
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Sen
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Man
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Mid
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Man
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Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
22)
I am satisfied with the training provided by my department - Trainig & Development
01234
To
pm
an
ag
em
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Se
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an
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Mid
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Ma
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Levels of Management
No
. of
Em
plo
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es
StronglyagreeAgree
Neutral
Disagree
StronglyDisagree
23)
I am satisfied with the organization's promotion policy - Career Growth
012345
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trativ
e S
uppo
rt
Levels of Management
No
. of
Em
plo
yees
StronglyagreeAgree
Neutral
Disagree
StronglyDisagree
24)
I am satisfied with the present job rotation policy - Career Growth
012345
Top
managem
ent
Senio
rM
anagem
ent
Mid
dle
Mangem
ent
Adm
inis
trativ
eS
upport
Levels of Management
No
. o
f E
mp
loyees
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
25)
I am satisfied with the personal development plant at Tata Agrico - Career Growth
01234
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
loye
es
Strongly agree
Agree
Neutral
Disagree
StronglyDisagree
26)
I am satisfied with the internal recruitment policy at Tata Agrico - Career Growth
0
1
2
3
4
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
loye
es
Strongly agree
Agree
Neutral
Disagree
StronglyDisagree
27)
My salary is appropriate as per my experience and skill as it is at par with
industry standards - Salary & Perks
0
1
2
3
4
Top
man
agem
ent
Sen
ior
Man
agem
ent
Mid
dle
Man
gem
ent
Adm
inis
trat
ive
Sup
port
Levels of Management
No
. o
f E
mp
loye
es
StronglyagreeAgree
Neutral
Disagree
StronglyDisagree
OBSERVATION
1) The overall rating about the satisfaction level of employees in Tata Agrico is 3.94 which can be said to be satisfactory. The top level management agree with their has a rating of 4.2 which shows that they are satisfied with their job but the administrative level has the lowest rating of 2 which shows their dissatisfaction and disagreement with the satisfaction level of their jobs.
2) All levels of management find their job quite challenging which can be assessed by the overall score which has a satisfied rating of 4.2. The highest scoring in this area is by the top level again with a score of 4.8 which indicates satisfactory result, whereas the lowest score of 3.5 is among the administrative support employees which shows that they are neutral in their decision.
3) The commitment level of the employees to Tata Agrico is some what committed as a result of the all over rating which is 3.16. Only the middle level management shows a rating of 2.8 which indicates that they are not sure about it yet.
4) The overall rating for supervision and feedback is 3.61, which shows a neutral response the highest rating for it is 4 from the senior level management. All other levels have a neutral response with an approximate score of 3.
5) On the job training is satisfactory at level levels with a neutral score of 3. Their does not exist any difference of opinion on this aspect.
6) All levels feel satisfactory for the opportunities for personal development with again a neutral score of 3.7. The senior level has
the highest rating of 4 for this area. Where as all other remain neutral.
7) All the levels of management feels tata agrico to be caring towards its employees they show a neutral response by an overall score of 3.7. It means they are satisfied with it.
8) As far as retaining high quality employees are concerned a neutral trend is observed with a scoring of approximately 3 by all levels of management.
9) All the levels are fairly satisfied by the salary and perks provided to them, this can be concluded by their score of 9.2. The highest level of satisfaction in this area is by the top level management with a score of 4.4. The lowest score is by the middle and administrative level with a score of 3.5 which is neutral.
10) The overall rating for the internal recruitment policy is 2.8 which shows the dissatisfaction of the people , the highest score in this area is 3 by the senior and administrative level, which shows their neutral response. The middle level management have a score of 2.5 which shows that they are not satisfied with this policy.
RECOMMENDATIONS & FINDINGS
Though Tata steel is a pioneer in implementing policies for the welfare and development of its employees, still there is much room for improvement in the satisfaction level of the employees in Agrico division.
For further improvement in the employee satisfaction index of this department following steps are to be recommended according to my findings based on personal interview of some of the employees at different levels in the organisation.
ALL LEVELS OF MANAGEMENT:-
1) Increased interaction with HR will help in surfacing some areas of concern/ communication need of the people.
2) There needs to be a more structured career path. As the job rotation and career planning initiative matures, it will address the career needs of the employees.
3) Positive trends are noticed in aspects like good teamwork challenging type of jobs and a lot of learning happening. I feel presently the people are working very effectively and are satisfied with the quality of job assigned to them. These aspects are very effective and need to be monitored for further scope of improvement in the near future.
4) There must be more transparency in the implementation of HR policies and it must be administered equitably.
ADMINISTRATIVE SUPPORT
5) The reward and appraisal system for appreciating the employees performance should be made more effective. There needs to be more focus on rewards and recognition of the officers.
6) the employees from administrative support are not very satisfied with the policies of the company regarding the salary.
Limitations
Time constraint for covering such a vast topic like employee satisfaction was a major limitation.
The busy schedule of the officers made it difficult to collect the responses on time
Satisfaction is an intangible factor that cannot be determined adequately . Moreover some psychological factors are always there to effect satisfaction level of a human being.
Bibliography
I would like to thank my project guid Mr. Vijay Kumar & Mr. Rashid Jaffrey for the successful completion of this project. The web sites referred by me were –
Employee satisfaction survey for TATA AGRICO employees
* Required
Which of the following best describes your position in the Agrico Division ? * top management- IL2 $ IL3, senior management- IL4, middle level management- IL5$IL6
Top Management
Senior Management
Middle Management
Administrative Support
Which department do you work in Agrico? *
Marketing & Sales
Production
Supply Chain
New product Development
Other
How many years have you been with the Agrico Division ? *
0-2
2-5
5-10
>10
How many years have you been with TATA STEEL ? *
0-2
2-5
5-10
>10
Are you satisfied with work at Tata Agrico ? *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
How committed are you to a long-term at Tata Agrico ? *
Fully committed
Somewhat committed
Not sure how long i want to stay
Prefer to leave
How would you rate your job at Tata Agrico in each of the areas below ? * Excellent Good Average Poor Very Poor
Job is Challenging
Receiving superivision and feedback
On the job training
Opportunities for personal development
Opportunities for advancement
Teamwork within your department
How likely would you be to refer a friend to Tata Agrico as a place to work ? *
Very likely
Likely
Unlikely
Very Unlikely
Please rate Tata Agrico on the following dimensions : * Excellent Good Average Poor Very Poor
Caring about employees
Attracting high quality employees
Retaining high quality employees
Teamwork across departments
Valuing Diversity
How would you rate the leadership at Tata Agrico in the following areas ? * Excellent Good Average Poor Very Poor
Setting Corporate direction
Keeping you informed
Caring about employees
Serving as ethical role models
I am clear about the criteria based on which my performance will be assessed? *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
My superiors use the performance management system as a development tool for me *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I receive sufficient feedback about my performance *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I receive adequate technical /managerial training as per my job requirement. *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I am satisfied with the training provided by my department. *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I am satisfied with the organization promotion policy. *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I am satisfied with the present job rotation policy of the Agrico Division. *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I am satisfied with the personal developmen plan at Agrico Division. *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
I am satisfied with the internal recruitment policy at Agrico Division. *
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
My salary is appropriate as per my experience and skill and is at par with industry standards. *