A SUMMER TRAINING PROJECT REPORT ON A HUMAN RESOURCE ANNUAL SURVAY OF SHARDA EXPORTS SUBMITTED IN PARTIAL FUFILLMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION (2010-2012) SUBMITTED TO: SUBMITTEDBY: DR. RUCHI TYAGI ANURADHA GOLA PROJECT REPORT SUPERVISOR Roll No.: 1007570012 SCHOOL OF MANAGEMENT M.B.A. III SEM
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A SUMMER TRAINING PROJECT REPORT
ON
A HUMAN RESOURCE ANNUAL SURVAY OF
SHARDA EXPORTS
SUBMITTED IN PARTIAL FUFILLMENT
FOR
THE AWARD OF THE
DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
(2010-2012)
SUBMITTED TO: SUBMITTEDBY: DR. RUCHI TYAGI ANURADHA GOLAPROJECT REPORT SUPERVISOR Roll No.: 1007570012SCHOOL OF MANAGEMENT M.B.A. III SEM
RADHA GOVIND GROUP OF INSTITUTIONS, MEERUT
M.M TECHNICAL UNIVERSITY, NOIDA (2011)
To Whom So Ever It May Concern
This is to Certify that Ms. Anuradha Gola has prepared a summer training based
project report on the title ‘Annual HR Survey’ for the partial fulfillment of Masters
Degree in Business Administration from M.M. Technical University, Noida.
To the best of my knowledge the matter presented in project report is satisfactory
Eveteks Istanbul, started exhibiting few more international shows like Ambiente -
Frankfurt, Hong Kong house ware fair, Mega - Show I Hong Kong, Tendence-
Frankfurt. Added Balls and Pebbles Rugs, Flat weave products and Jute Carpets into
our impressive range of floor coverings.
2010: Continuing the trend, this year also we added Maison and Objet Fair at Paris (Jan and
Sep), and International Furniture Fair at Singapore into our itinerary of International
shows. On the plant modernization front, we converted our boiler into Fluidized Bed
Combustion type for 30% saving on fuel consumption and reduction in waste quantity.
Procured electric scissors in a big way and provided to many carpet manufacturers, thus
contributing to modernization of the Indian industry for international competitiveness.
Added poufs among our range of home furnishing products.
Today, with a total of 12 manufacturing units spread over 2 million
square feet area, a world-class Showroom in Delhi, one of the most creative team of design
professionals, a strong presence at various international trade shows & serving some of the most
reputed names of the global home furnishing industry…Sharda, still going strong, but the best is
yet to be!
SHARDA PORTFOLIO
Sharda is a vertically integrated manufacturer and exporter of floor coverings, highly specialized
in Hand-tufted Rugs and Hand-woven Rugs, Bath rugs and Leather Rugs. Backed by over 25
years of experience in the trade, state of the art infrastructure, ISO 9001 and 14001 certifications,
and a stunning product range, Sharda boasts of a clientele comprising some of the most reputed
stores and catalog companies of the world.
Widely recognized as one of the most creative design studios in the business, STUDIO
SHARDA creates theme based design collections season after season, adding hundreds of new
designs to its vast portfolio.
CODE OF CONDUCT
A. SERVICE CONDITIONS
The organization does not use any forced labor in its premises.
Child labor is prohibited in the factory.
One full day off in a week is granted to all employees.
Workers shall be compensated for overtime hours at such premium rates as legally required.
Employees should not be required to work in excess of 60-hr/ week (workers should not be required to work on a regular basis in excess of a regular work week plus 12 hours overtime.)
B. ATTENDANCE & LEAVE SYSTEM
For each employee, it’s necessary to punch their cards daily (in & out) to mark their
attendance.
Casual leave, sick leave & earned leave are allowed to the employees. The unused
leaves are credited to the employee at the end of the calendar year.
C. HEALTH & SAFE
Presence of all the workmen is mandatory in all the Emergency Evacuation Drills,
Emergency/Fire-fighting operation when needed, Medical Camp & First Aid Training.
Face masks, gloves, safety glasses & shoes are provided to the workers as per
requirement.
First-Aid facility is available in all the departments of the company.
D. MISCONDUCT & DISCIPLINARY COURSE OF ACTION
Any in disciplinary action constituting disobedience, theft, fraud, habitual absence,
drinking, fighting, sleeping on duty, negligence, refusal to work, threatening, gambling
will be treated as misconduct & will follow a disciplinary course of action. Employees
can report the complaints to HR department, which has the authority & responsibility
for initiating the disciplinary course of action in all cases.
More than 2 decades of valuable experience in manufacturing, blended with young professional
marketing – highlights SHARDA EXPORTS in the business of floor coverings. Exclusive
styling, quality tufting, beautiful finishing & constantly improving. We do it all. We make sure
that we fit into the expectation of a dynamic, design conscious market. Sharda Exports is much
more than one of the largest producers of Handtufted & Handwoven Carpets in India; it is a
totally integrated Export House. An experienced work force & in-house manufacturing ensures
The prime objective of the program is to involve ‘Sharda’ employees as Partners- in- Progress.
This is proposed to be achieving through awarding them a part of Sharda’s future earnings by
way of loss prevention, reduction in customer claims, better lead times, and higher turnover due
to better customer satisfaction.
The competition that earlier used to be with the neighbors or limited to the Indian players, has
now moved on to International players, who are continuously adopting newer strategies and
progressing. Therefore, to Maintain the Leading Edge of Sharda, apart from the usual focus on
Quality, Price, Delivery, Design, we have to focus on DETAILS. Hence involvement of all
employees in the drive towards excellence has become more important. Management has
selected a group of 60
plus employees representing all areas of operation, who will take care at various stages to
eliminate small mistakes that lead to customer complaints/ dissatisfaction. The list is dynamic,
and will keep on including new players or even deleting old players as per their performance
level.
Sharda Exports has won the Exporter of the Year Award, yet this is no time to bask in the past
glory. The competition is ever- changing, the benchmarks are changing and Sharda is seeing new
mega players from Germany and China in the International trade fairs. Even from India, at least
8 to 10 companies are exporting home furnishings worth more than Rs.100 Crores per annum.
One of our competitors has a turnover of USD 2 billion. On the other hand, Sharda’s growth has
tapered off last year. Yet, Sharda is upbeat, and sure that it has some very valuable customers on
its side, where a single large order can award us a significant growth. This is not difficult but we
have to change our management style. Those days are gone when the two directors could focus
on details or do inspections or monitor your daily work. The need of the hour is for the
employees to get empowered, and take over the routine task, leaving the directors free to expand
their horizons. In this direction, the management has already taken the step of selecting the first
team of 65 to 70 key players, who can make a difference. The journey has only started- many of
the members will take more and more active part in the decision- making.
According to the scheme, SE offer 1% of company’s turnover minus whatever we lost as
‘Avoidable’ errors/ debits by the customer, as incentive to the key players who are selected to be
in the group ‘Advantage Sharda’
Brief outlines of the strategy for the employees to win the better part of the incentive are
mentioned below:
1. Follow the systems that are there in the company.
2. Do your daily jobs without short-cuts.
3. Identify certain critical errors for ‘zero- tolerance’.
4. Identify and run a few improvement programs.
5. Avoid under/ overproduction beyond 2- 2.5% of the last lot.
6. Reduce the lead time for the activity under ‘your’ control.
7. Be alert so that others can’t take away your physical or intellectual property.
8. Respond quickly and suitably retain your e-mails.
9. Honor your commitments.
10. Be honest in your feedback & reporting.
11. Put forward your suggestions freely to ISO & HR dept.
QUALITY ASSURANCE
In order to maintain its lead in the international business, Sharda not only produce
quality but also it maintains the same through its Quality Assurance practices as per the
international standard ISO 9001. It involves in-coming/stage-wise/final inspections, data
gathering, analysis & actions for improvement. Statistical techniques are extensively used
in this process.
PARTICIPATION IN INTERNATIONAL FAIRS
Every year, Sharda displays its collection, created in-line with the latest trends, at many
International shows, mainly at HEIMTEXTIL-FRANKFURT, DOMOTEX-HANNOVER &
IMM-COLOGNE. From a humble 6 square meter stand in the year 1992, today Sharda
exhibits in around 1000 square meters of space! As these shows provide an ideal platform
to meet with around 600~700 customers, both existing as well as new, and to keep abreast
with the happenings of the industry. Currently we exhibit in prominent International Trade
Shows like Heimtextil-Frankfurt, Domotex-Hannover, IMM-Cologne, Maison & Object-
Paris (Twice in a year), Ambiente-Frankfurt, International Furniture Fair-Singapore,
Domotex Asia/CHINA FLOOR-China, Hong Kong International Home Textiles Fair-
Hong
Kong,Tendence-Frankfurt, Mega Show Part-I in Hong Kong & India International
Furniture Fair-Mumbai. Apart from the above, we also visit a number of other shows like
The Atlanta Market -USA, The High Point Show -USA, Las Vegas Market -USA, NEC -
Birmingham, Harrogate Rug Show –UK, Eveteks -Turkey etc.
Various Stands of Sharda Exports in 2011 International Fairs
Sharda @ Heimtextil-Frankfurt (Jan 2011)
Sharda @ Domotex-Hannover (Jan 2011)
Sharda @ IMM-Cologne (Jan 2011)
CERTIFICATIONS
QUALITY SYSTEM
Sharda Exports is an ISO 9001 certified company. We at Sharda Exports endeavor to
make/produce & deliver quality products to achieve our main goal i.e. satisfaction of our
valued customers. This is only possible through:
Modern Management Systems.
Defined Quality Parameters.
Use of equipments of latest technology, like: Digital Planimeters, Moisture Meters,
automated Latexing machine for bath rugs, state-of-
The-art dyeing machines, automated Chenille yarn manufacturing machine, etc. to
support & maintain our quality standards.
A vigilant QA team, dedicated for continuous improvement of our products &
services.
A special Forum to address any complaints from customers and ensure that they are
eradicated in the future.
Modernized Hi-tech laboratory
Risk analysis of new products.
ENVIRONMENTAL MANAGEMENT SYSTEM
An ISO 14001 certified company, Sharda Exports is committed towards implementation
of an effective environment management system, in the process of manufacturing floor
coverings. We strive to continually improve and enhance the environment conditions and
prevent pollution by:
Use of eco-friendly dyes & chemicals only.
Application of recycling technologies like Vermiculture to convert wool waste to
manure.
Complete water recycling & reutilization by use of Effluent Treatment Plant, thus
saving 2,00,000 liters of water per day.
Strict wastage control at every stage.
Solar Water Heater in dyeing Plant.
Using recycled products/ new materials to create new designer products.
Studying and reducing use of packaging material in product.
Social Responsibility
Sharda Exports is committed towards the implementation of an effective environment
management system, in the process of manufacturing floor coverings. We strive to continually
improve and enhance the environment conditions and prevent pollution by:
Third Party Audits
Evaluated many times by third party inspection agencies like CSCC, INTERTEK, SGS, AVE
etc, the Sharda factories & systems are today compliant as per the requirements of some of the
most demanding retailers & mail-order companies, globally.
CERTIFICATIONS: Labels, Registrations & Awards
‘Care & Fair’, “Rugmark”, “Kaleen” and “CRY”:
Guarantees production with clear conscience & regard
for ‘No Child Labor’.
‘ Wool mark’ : Guarantees the quality of wool & production.
PRODUCTION PROCESS
1.1.1.1.1.1 Dyeing process
Receiving of dyed yarn from our own dyeing unit
1.1.1.1.1.1.1 Tufting process
In tufting process yarn is tuft into the cloth stretched on the frames using tufting guns and
weaving of carpet.
1.1.1.1.1.1.2 Hand woven carpets
The hand woven carpets are made on looms in our dyeing unit and at our vendor’s sites.
1.1.1.1.1.1.3 Latexing process
Here, a mixture of different chemicals is used to stick yarn with the cloth i.e. it works like an adhesive. Also it gives tightness to the piece.
1.1.1.1.1.1.4 Backing and binding process
In this process, cloth is fixed on the back of the piece using an adhesive. Then edges of the piece are sewn with the yarn.
Packing processRolling and packing of carpet after putting labels on it and store them
in a warehouse. The packed pieces are loaded into container.
1.1.1.1.1.1.5 Final passing process
At this stage, carving, embossing, are done to make the design on the plain piece and clipping is done to keep the length of the yarn on the
piece called pile same and even.
CHAPTER 3
3.2PROCESS OF SURVEY
1) Need Analysis
The survey was conducted to achieve the determined goals and objectives of the organization, as
well as the content of the project.
2) Focus Groups
The survey was conducted across all levels in the organization including each and every
employees working on the payrolls of Sharda Exports. The Survey covered 236 employees in the
total across the organization in Rithani, Partapur, Kadarabad and Noida units.
3) Survey design
The employees were divided in to four levels on the basis of compensation.
The levels are as follows:
Level 1 : up to 7500 INR
Level 2 : 7500-15000 INR
Level 3 : 15000-35000 INR
Level 4 : above 35000 INR
Then the Survey instrument was developed by synthesizing information gathered through need
analysis, focus groups and other documents available.
The rating scale to be used was determines as follows:
1) Excellent/Good/Average/Poor.
2) Should be compulsory/Very Important/Needed/Lower priority need.
3) To a very large extent/ To a large extent/To some extent/ Not extent at all.
4) Marks out of 4 from 4to 1, where 4 indicates the highest and 1 is lowest.
5) Always/Usually/Seldom/Never.
4) Questionnaire designing & development
A questionnaire is an instrument which translates the objectives of the study in the form of
questions. In our HR Survey we used a questionnaire which typically contained item that are
rated on a 4-point scale. These items were developed to measure different dimensions of the
organization ( like: Career growth, Training and development program, Suggestion Scheme,
Stress management, Relationship among the employees, Evaluation of Advantage Sharda
Program and Health, safety & Housekeeping etc.)
Questionnaires also included one or more open ended questions to solicit written feedback.
Questionnaire included 22 questions distributed among 5 sections.
5) Instrument pre-testing
Pre-test helps us to find:
Errors in lay out
Additional Question and response categories
Any negative repercussion the survey may have on employees.
6) Ensure confidentiality of participants
The confidentiality helps to ensure genuine results.
7) Response seeking
For the purpose of getting responses, questionnaire was administered to each and every
employee.
8) Data collection
Data was collected by filling the questionnaire by every employee of the organization.
9) Data analysis
Basic data analysis included average of ratings. To remove the complication of data analysis,
we use the following technique. For every response we gave points to each options
depending upon the Question. For example, the question says-‘Rate the following factors as
how much it enhances your performance. “More & more training”. The points were either of
1, 2, 3 or 4. Having counted the number of respondents going along with 1, 2, 3 or 4
separately, we multiplied this number with the points and found the sum. Then we calculated
the percentage by following formula:
Composite percentage= 100* (Points scored)/ (maximum possible points)
Where,
Points scored= (4*no. of respondents favoring it) + (3*no. of respondents)+
(2* no. of respondents) + (1* no. of respondents)
Maximum possible points= (4* total no. of respondents)
Finally the graph was plotted.This way all the questions were analyzed individually.
10) Conclusion
Conclusion was drawn on the basis of interpretation of the results
CHAPTER 4
RESEARCH METHODOLOGY
4.1) RESEARCH APPROACH:-
Research design is the plan and structure of investigation conceived in order to obtain answers to
research questions. The plan includes an outline of what the investigator will do from writing
hypothesis or deciding the objective and their operational implications to the final analysis of
data. The purpose of research is to discover answers to questions through the application of
scientific procedures.
The main aim of research is to unravel the truth which is hidden and which has not
been discovered as yet. Research means search for knowledge. Increased account of research
makes progress possible. Research has its special significance in solving the various operational
& planning problems of business & marketing.
Logical and systematized applications of the fundamental of science to the general and overall
question of a study, and scientific techniques which provide precise tools, specific procedure and
technical, rather than philosophical means for getting and ordering the data prior to their logical
and manipulation.
RESEARCH PROCESS
Research pertaining to any field of study cannot be conducted abruptly. The researcher has to
proceed systematically in a planned direction following a number of steps in sequence. This
gives rise to a research process.
To carry out project effectively whole process is divided into several steps as under:
RESEARCH DESIGN
1. Problem Definition
2. Research Plan
Sampling plan.
Data Collection Methods.
Field Work.
Analysis & Interpretation.
Research design is the plan and structure of investigation conceived in order to obtain answers to
research questions. The plan includes an outline of what the investigator will do from writing
hypothesis or deciding the objective and their operational implications to the final analysis of
data.
Research design is divided into the following parts:
1. FORMULATION OF RESEARCH PROBLEM
The formulation of problem is done after deciding the nature of research design. It is the first &
foremost step in any research process is the definition of the problem chosen for investigation in
a clear and concise manner.
2. DEVELOPING THE RESEARCH PLAN
After formulating the research problem an efficient prepared so that it yields the desired results
with minimal expenditure of effort, time & money. The information needed in the project could
only be provided by companies.
Sampling plan
All the items under the consideration in any field of enquiry constitute a universe or population.
The unit selected from the population constitutes the research sample. For the purpose of present
study the sample was selected through simple random sampling (lottery method) .The
respondents were contacted for the collection of responses. For the collection of primary data the
researcher has used questionnaire as a tool, the collected data was than tabulated and analyzed
with the help of the percentage method and Ms Excel package. This is then presented and
interpreted to drive findings and recommend suggestions.
Sampling area
I covered three unit of meerut. Interactions with the people provide me experience, knowledge.
It also helped me to get information regarding employee choice and their choices.
Sample size
The numbers of participants were 236. These candidates included employees who had been
Working in three units of sharda exports.
. What is sampling?
sampling is concerned with the selection of a subset of individuals from within a
population to estimate characteristics of the whole population. It is divided into two
techniques:
Probability sampling:
Under this sampling every item of the universe has an equal chance of inclusion in the sample.
Simple random sampling-In this each unit of population has equal chance of being included in
the sample
Area sampling-the area divided into no. of small over lapping areas and then select a no. of these
small areas.
Non-probability sampling:
In this sampling any one can be part of sample.
Convenience sampling-In this sampling we choose the sample on the basis of own convenience.
Quota sampling: in this sampling we choose the sample on the basis of demographic e.g. age,
sex, income.
4.3DATA COLLECTION
Data is defined as raw facts that need to be processed so that information is produced. For
achieving useful results it is necessary to collect accurate data. If the data on the basis of which
we reach to the accurate conclusion, is no correct. It is worthless to do survey. So, for getting the
useful results of research it is very necessary to consider methods of collecting data and the
quantity of information they be expected to produce.
Kinds of data collection
Primary Data
Secondary Data
PRIMARY DATA
A data which is collected for the very first time to fulfill a specific purpose directly from the
field of enquiry by engaging trained investigators and which has not been used for any other
purpose is called primary data.
METHODS OF COLLECTNG PRIMARY DATA
Questionnaires
Sample
Personal Interview
SECONDARY DATA
Secondary data are such numerical information, which have been already collected by some
agency for a specific purpose and are subsequently compiled from the source of application in a
different connection.
METHODS OF COLLECTING SECONDARY DATA
Internet
Magazine
Prior report of the company
Newspapers
LIMITATIONS
1. Many consultants had to be visited more than once to contact as the person in concern was
busy or was some time unavailable.
2. The reluctance on the part of respondent to give information was yet another limitation
facedduring the course of study.
SAMPLE DESIGN
DATA : Primary Data, Secondary Data
RESEARCH DESIGH : Exploratory Research Design
FORMAT OF DESIGN : Questionnaires
SAMPLE SIZE : 236 Employees
AREA : Sharda Exports Rithani, Meerut
DATA COLLECTION
METHOD : Through Questionnaires
PART III
DATA ANALYSIS&
INTERPERTATION]
CHAPTER 5
DATA ANALYSIS & INTERPRETATION
5.1 ANALYSIS AND INTERPRETATION
In order to extract meaningful information from the data that has been gathered by the
researcher, data analysis is carried out. It is basically aimed at giving inferences of association or
differences between various variables present in the research.
Data analysis generally includes the use of statistical techniques and diagrammatic presentations
to seek clarification and appropriate responses.
The questionnaire framed for the concerned study consisted of queries pertaining to the
employee’s personal detail as well as those related to the subject under investigation. As the
question were simple, close ended in nature.
The researcher has made an effort to project the findings ion a precise manner. After data
collection the next step was that of analysis and interpretation. For this purpose researcher first
made up a list of employee responses related the question asked in the questionnaire.
Categorization was followed by mathematical calculation of the answers, adopting the
percentage formula and a tabular, graphical presentation of the results. The responses to all the
queries were then compared to find out the correlation between all of them and identify the
response.
SECTION 1: Career growth, Training & Development and Suggestion Scheme
Q5.1. How long you have been working in Sharda?
Level 1(Lowest) Level 2 Level 3
Level 4(Highest)
0-6 Months 24% 26% 22% 7%
6-12 Months 9% 10% 10% 20%
1-5 Years 40% 27% 27% 13%
5-10 Years 24% 31% 31% 27%
> 10 Years 3% 6% 6% 33%
0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years0%
5%
10%
15%
20%
25%
30%
35%
40%
Level 1
Level 1
0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years0%
5%
10%
15%
20%
25%
30%
35%
Level 2
Level 2
0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years0%
5%
10%
15%
20%
25%
30%
35%
Level 3
Level 3
0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years0%
5%
10%
15%
20%
25%
30%
35%
Level 4
Level 4
INTERPRETATION
This question of Annual HR Survey state the time period of employees to serving this organization. Majorities are different according to different levels as, majority of Level 1 employees are those who have been working in Sharda between “1 to 5 years”, followed by “0 to 6 month” and “5-10 years” equally 24%. It can be explained that some more employees joined level one through recruitment and who have tenure between 1 to 5 associated with Sharda for learning opportunities and growth.24% employees in 5-10 years shows that employees at this level prefer to continue working with Sharda for longer duration.
In the case of level 2, maximum employees are those who have been served this organization for “5-10 years”, followed by the ones who have been working for “1-5 year”. The least percentage being of those who belong to the time period , of “> 10 years” as after this much of experience they are posted to high salary and considerin next level.In case of level 3, almost the same pattern can be observed as level 2. Maximum employees belong to this category of those who have served for “5-10 years”. It cabe explained as when
the employee become experienced they got promoted to high salary cadre and continue their association with Sharda.
In Level 4, employees are those who serve this organization “more than 10 years”. This indicate that employees who are experienced & gave much time to this organization got high post .Result also shows a few recruitments done on higher salary this year as we observed that some percentage of employees in “0-6 months and 6-12 months”.
Q5.2. Why do you prefer to work in Sharda?
Level 1(Lowest)
Level2 Level 3
Level 4(Highest)
A Attractive Salary 31% 39% 51% 36%
B Career Prospects 71% 73% 71% 68%
C Proximity to home 54% 56% 61% 45%
D Creative interest 61% 58% 50% 67%
ELearning Opportunities
83% 80% 70% 80%
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 1
Level 1
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
Level2
Level2
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 3
Level 3
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 4
Level 4
INTERPRETATION
This is one of the interesting questions of HR Survey about the preference to work with Sharda. Majority of employees at all the level prefer to work because of the “learning opportunities” and second priority to “career prospects”. But the employees of Level 3 have given a little bit more majority to “Career prospects”.
Thus it indicates that organization provided learning opportunities that is helpful for the career of their employees.
Next preference of employee’s is “creative interest “ and “ proximity to home” as most of employees especially level 3 basically belong to Meerut or nearby Meerut.
Lowest preference given to attractive salary by majority of employee at all the levels.
Q5.3. Where do you see yourself three year from now?
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
A
High responsibility with high salary
71% 71% 94% 87%
B Same job with high salary 14% 16% 6% 13%
C Same job with same salary 3% 2% 0% 0%
D
May not be a part of Shardateam
12% 11% 0% 0%
zA B C D
0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 1
Level 1
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 2
Level 2
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 3
Level 3
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 4
Level 4
INTERPRETATION
Concerning the future aspects, the majority of employees at all levels foreseen “High Responsibility with High Salary” as it concern with their future and career. Every employee want growth thus they choose this one and followed by second choice “Same Job with high Salary”. When they were asked reason they mention that they are still satisfied with their job responsibility they have but need high salary.
Although a Few number of employees, 12% in Level 1 and 11% in Level 2 said that “may not be a part of Sharda Exports”. The one and only reason behind this is lower salary of lower level employees with busy time schedule.
A very few number no. of employees 3% of level 1 and 2% of level 2 have gone with “Same Job with Same Salary” that indicates that they are less motivated or not satisfied.
There is not a single employee of level 3 & 4 who wants to leave Sharda or want to continue with same job this year. This indicates that proper learning opportunities are provided and employees are motivated.
Q5.4. According to you, what is the most effective way to enhance performance?
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
A Work hard and follow the system 95% 91% 92% 88%
B More and more training 80% 71% 74% 75%
C With more authority 78% 76% 81% 68%
D Positive incentives 87% 85% 89% 80%
E Negative incentives 39% 41% 44% 42%
F
A proper job description/job profile 90% 87% 89% 83%
G Regular performance appraisal 93% 88% 96% 82%
A B C D E F G0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
A B C D E F G0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 2
Level 2
A B C D E F G
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 3
Level 3
A B C D E F G0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 4
Level 4
INTERPRETATION
Undoubtly, Hard work is always mentioned as the best way to enhance the performance and the majority of level 1, 2& 4 have been given to “Hard work & Follow the system”. They all agree that individual have to hard work in the parameter of systematic approach to enhance performance.
But in the case of level 3, a little bit more majority is given to “Regular Performance Appraisal” and other level 1,2, & 4 also indicate it as 2nd priority. They mentioned that every employee do hard work but if he get the proper feedback and appraisal of their work he can work on his improvement area and encouraged to do work better.
The very least importance in all the levels has been given to “Negative Incentive”.They mention that negative incentive can force that to do work harder and may enhance the performance but cannot create interest in employees to do that work better.
At the time of collecting information it is seen that at all the level 3rd priority is given to proper job description. In this regard many employees of lower level don’t have proper awareness about their Zero-T .
Thus to increase the productivity and performance of the employees a proper description and awareness should be there so that they can so that they can focus on their KRA(Key Result Areas) and do their work accordingly, which may enhance their performance.
Level 3 also seems interested to have more authority as they have responsibility.Training has scored relatively lower preference at all levels. The reason may be that the employees consider themselves well trained or they do not know what type of training can help them to enhance their performance.
Q5.5. Please rate the training topics as to how much they can enhance your performance?
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
Training topics Office Oriented A Business communication 85% 77% 86% 78%
BOutlook express & files folder management
75% 68% 78% 57%
CISO 9001 &14001 requirement &importance in working
81% 70% 60% 65%
D Typing tutor 57% 50% 50% 42%
Job Related
EStep of carpet production/company processes
84% 80% 75% 73%
F Work basic 79% 75% 90% 73%
GQuality parameters for carpets/samples
84% 82% 72% 78%
H Environmental procedures 82% 79% 81% 67%
I Health, safety & housekeeping 89% 78% 74% 68%
Personal developmentJ Positive attitude 87% 86% 85% 87%
K Code of conduct 82% 74% 71% 77%
LFire drills and use of fire extinguishers
80% 64% 49% 57%
A B C D E F G H I J K L0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 1
Level 1
A B C D E F G H I J K L0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 2
Level 2
A B C D E F G H I J K0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 3
Level 3
A B C D E F G H I J K L0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 4
Level 4
INTERPRETATION
According to the different levels employees the priority of the employees are also different. The choice of all the level’s employees considered differently regarding training topic that can enhance their performance and productivity.
According to the suitability of employees the priorites of different level employees Are :
LEVEL 1: 1. Health Safety and Housekeeping2. Positive Attitude3. Business Communication4. Steps of carpet production/ Quality Parameters5. Environmental Procedures
LEVEL 2:1. Positive Attitude2. Quality Parameters3. Steps of carpet production4. Environmental Procedures5. Health Safety and Housekeeping
LEVEL 3:1. Work basics2. Business Communication3. Steps of carpet production4. Environmental Procedures5. Health Safety and Housekeeping
LEVEL 4:1. Positive Attitude2. Quality Parameters3. Code of Conduct4. Steps of carpet production/ Quality Parameters5. Health Safety and Housekeeping
Q5.6. Please indicate your participation in the training during the last one year.
During survey we didn’t found proper numeric data to interpret the result because most of the employees don’t know that how many training they have been invited during last year.
Q5.7. How useful is the Suggestion Scheme?
Very useful Useful Some what useful Not at all0%
10%
20%
30%
40%
50%
60%
70%
80%
Level1
Level1
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
Very useful 75% 61% 50% 47%
Useful 9% 22% 16% 20%
Somewhat useful 7% 9% 28% 13%
Not at all 9% 8% 6% 20%
Very useful Useful Somewhat useful Not at all0%
10%
20%
30%
40%
50%
60%
70%
Level 2
Level 2
Very useful Useful Somewhat useful Not at all0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Level 3
Level 3
Very useful Useful Some what useful Not at all0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Level 4
Level 4
INTERPRETATION
In response to this question, majority of all the level feels that Suggestion Scheme is very useful to present their views as it create openness to employee to share their ideas in front of the Management. But percentage decreases as we move to level 1 to level 4.
During survey majority of all level employees accepted the usefulness of Suggestion Scheme are very high. Two equal proportion of level 4 employee 20% consider that it is useful as well as not at all useful.
Q5.8. How many suggestions you have given during last one year?
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
None 75% 55% 55% 39%
1 10% 22% 17% 0%
2 To 5 12% 20% 28% 47%
More than 5 3% 3% 0% 24%
None 1 2 To 5 More than 50%
10%
20%
30%
40%
50%
60%
70%
80%
Level 1
Level 1
None 1 2 To 5 More than 50%
10%
20%
30%
40%
50%
60%
Level 2
Level 2
None 1 2 To 5 More than 50%
10%
20%
30%
40%
50%
60%
Level 3
Level 3
None 1 2 To 5 More than 50%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Level 4
Level 4
INTERPRETATION
After considering the response of employees of the previous question the majority has been given to “Very Important” for the suggestion scheme. But when employees where asked about their participation in suggestion scheme the majority of Level 1 is “None”. The reasons for this are not very clear except that possibly most of them are not able to think beyond their daily routine. In case of level 2 & 3 majority has been given to “None”, according to them suggestions have given sometime but it was not implemented. Some employee of level 2 & 3, 20% and 28% respectfully given 2 to 5 suggestion.
In the case of level 4, majority of the employees is “2 to 5” some also given “more than 5”( 24%) as most the employees of this level are managers and much experienced and given suggestion time to time.
Some employees have some complaints with this scheme that the suggestion is not implemented. If suggestions have been implemented than employees should also informed about that.
Q5.9. Please rate the motivational factor by which no. of suggestions can be increased?
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
A
HOD,s to submit Teamsuggestions
83% 75% 65% 67%
B
Giving suggestionmade mandatory
80% 66% 67% 63%
C
,SUGGESTION OFTHE MONTH, Award
86% 78% 78% 88%
D
Your contribution in implementation
82% 70% 83% 75%
A B C D76%
77%
78%
79%
80%
81%
82%
83%
84%
85%
86%
Level 1
Level 1
A B C D60%
62%
64%
66%
68%
70%
72%
74%
76%
78%
Level 2
Level 2
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 3
Level 3
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 4
Level 4
INTERPRETATION
In response to increase the number of suggestions in Suggestion Scheme, the majority of level 1 2 & 4 is given to the best reward as “Suggestion of the Month” they mention that this is helpful to encourage other employees also to participate in suggestion scheme.
According to the level 3 the majority has “Indicated their willingness to contribute toward implementation of their suggestion” .
The second important factor according to level 1 & 2 is “H.O.D to submit their team suggestion” and according to level 4 it is “Your willingness to contribute”.
SECTION-2: Stress Management and Relationship with your Senior.
Q5.10. Rate the following factors which would be helpful in reducing stress at work place.
Level 1(Lowest) Level2 Level 3
Level 4(Highest)
A Flexible work timing 87% 79% 79% 82%
B Job Rotation 71% 68% 64% 70%
C Focus on result 83% 81% 83% 77%
D Improvement in tools 77% 84% 86% 75%
EIntroducing food products 78% 82% 81% 63%
F Team work 91% 94% 100% 90%
GImprovement in junior senior relationship 94% 92% 94% 82%
HMotivational physical facilities 95% 83% 86% 75%
I Short tea breaks 87% 81% 75% 72%J Increase in holidays 76% 76% 75% 77%K Reduction in overtime 85% 70% 78% 60%L Recreational Facilities 82% 76% 78% 63%M Increase in ECA 78% 73% 69% 67%
A B C D E F G H I J K L M0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
A B C D E F G H I J K L M0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 2
Level 2
A B C D E F G H I J K L M0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 3
Level 3
A B C D E F G H I J K L M0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 4
Level 4
INTERPRETATION
In response to get the important factor to reduce the stress the priority of level 1 is motivational physical facilities & the priority of level 2, 3 & 4 is “Team work”. Employees of all the level have been also given importance to “Flexible work timing” but not more than “Team work & Motivational Physical Facilities”.
The second choice of different level employees is different as “Improvement in junior-senior relationship, Improvement in tools & Flexible work timings”. According to employees Flexible work timing in one way can reduce their stress but they also accept this fact that it may reduce the quality and performance.
The most important stress reducing factors according to different levels are as under:
LEVEL 1:
1. Motivational Physical Facilities2. Improvement in junior-senior relationship
3. Introducing food products4. Flexible work timing/ Short tea breaks5. Reduction in over time
LEVEL 2:
1. Team work2. Improvement in junior-senior relationship3. Improvement in Tools4. Motivational Physical Facilities5. Short tea breaks/Focus on result
LEVEL 3:
1. Team work2. Improvement in junior-senior relationship3. Improvement in Tools / Motivational Physical Facilities4. Focus on result5. Introducing food products
LEVEL 4:
1. Team work2. Flexible work timing3. Focus on result/ Short tea breaks4. Motivational Physical Facilities5. Improvement in Tools
As per analysis of above all the information, most of the employees of level 1, 2&3 feels that “Job Rotation” can’t help them to reduce their stress, as they do have their specific work area and they need to improve the same for better satisfaction towards their job and it is also very time consuming and may increased complexity in their work.
One another point that is also mentioned is that Flexible work timing can reduce their stress but most of the employees think in that quality may suffer.
Q-5.12. Rate the following factors that will help us in the identifying the relationship with your seniors.
A healthy relationship among our colleagues an superior plays an important role to reduce stress. After analyzing all data it seems that all the employees satisfied with their senior and manager. The majority to identify the relationship with seniors is given to “Explain Job Properly” by level 1st & 2nd and 3rd to create more understanding between them.
The employees of level 4th have given a little bit more majority to “Encourages to do things better”. As the majority of these level employees is more than 10 years as they are well known about their job thus they mentioned that encourages to do thing better is most effective way. All employees are satisfied with their seniors as they appreciate good work, solve their problems shows them fair treatment there is a healthy environment and harmony among the junior and senior.
But it is also can be interpreted through data that “Inform about the performance feedback” is least identifying factor for junior & senior relationship by most of the employees.
SECTION 3: Team Work and Decision Making Process
Q5.13. Kindly rate the following reveal important information regarding Teamwork and Group cohesiveness.
Level 1 Level 2 Level 3 Level 4A I feel I am a part of my team 91% 89% 93% 93%
BI am free to use my judgment in getting work done 72% 76% 79% 83%
C We avoid conflict to achieve harmony 86% 82% 88% 87%
DWe share our personal problems with each other 67% 55% 63% 60%
E Other members help in solving problems 85% 81% 76% 78%
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 2
Level 2
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 3
Level 3
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 4
Level 4
INTERPRETATION
Most employees feel that they played important role on their job in team. So, mostly all level employees feel that they work for team and in groups, and followed by “Avoid conflict to achieve harmony” it means that employees at all the level aware that to attain team objective they must avoid conflict.
Most of the employees at all the level specially 3rd interested to keep separate their personal problems to their profession therefore we can observe the least percentage of employees of all level like “Share their personal problem with each other.”
The analyses of all the data indicates that the employees level 1st have the best bonding together. Overall we can say that the analyses of all data indicates that all levels employees present very positive view on all option especially regarding team work and group cohesiveness.
Q5.14. Kindly rate the following factors related to decision making at Sharda Exports.
Level 1 Level 2 Level 3 Level 4
AI am involved important decisions 75% 68% 69% 75%
BSuperior considers other options 83% 75% 74% 70%
CPeople are responsible for their decisions 84% 83% 68% 72%
DDecision making is confinedto top management 86% 94% 89% 73%
A B C D68%
70%
72%
74%
76%
78%
80%
82%
84%
86%
Level 1
Level 1
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 2
Level 2
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 3
Level 3
A B C D67%
68%
69%
70%
71%
72%
73%
74%
75%
76%
Level 4
Level 4
INTERPRETATION
The analyzed data the present that all levels employees as per the authority and duty like involve in important decision making process. As per the employees of level 4th, mostly manager who handle and accountable for their team and they have rich experience and much capable than other levels, so they must involved in all important decisions therefore their majority is more for involvement at organization decision & the employees of level 1st & 2nd and 3rd give majority that to “Decision making is confined to top level management”.
Level 1st employees have given rating secondly to that “People are responsible for their decision “as per observation they are not responsible for any decision in which there is no involvement of them.
Level 2nd employees also focus on that “People are responsible to their decision” as per data collection and interpretation it can also analyze that level 3rd employees focused that decisions depend on top management level. In their point of view “Superior considers other option” is next important term.
Here we may conclude that all levels employees would like to involve in the decision making of Sharda Export. Most of the employees mentioned that they should also involve in the decision so that they can learn for the future.
SECTION 4: Implementation & Evaluation Advantage Sharda Program
Q5.15. How do you rate Implementation of Advantage Sharda Program?
Alternate Program should be thought of 8% 3% 6% 20%
Excel
lent
Good
Needs Im
prove
ment
Altern
ate pro
gramme s
hould be though
t of
0%
20%
40%
60%
Level 1
Level 1
Excel
lent
Good
Needs Im
prove
ment
Altern
ate pro
gramme s
hould be though
t of
0%
20%
40%
60%
Level 2
Level 2
Excel
lent
Good
Needs Im
prove
ment
Altern
ate pro
gramme s
hould be though
t of
0%
10%
20%
30%
Level 3
Level 3
Excel
lent
Good
Needs Im
prove
ment
Altern
ate pro
gramme s
hould be though
t of
0%
10%
20%
30%
Level 4
Level 4
INTERPRETATION
After analyses and observation of the views of all the employees, we got that level 1st
& 2nd employees have given majority to “Good” and also both of these level give least priority 8% and 3% respectively for “Any alternative to this program”. So, it could be easily interpreted through data analyses that most of the employees of level 1st & 2nd
are satisfied with Sharda program.
Many of the employees especially level 3rd & 4th think that pertaining to this program “Need Improvement” like ratio of CA and PC should be in right proportion and some no. of employees are not satisfied to this program so they think alternate program about it.
If we go through the interpretation of level 4th then we can see that variety of responses came into existence. Majority of same percentage choose 20% it as an “excellent program” and 20% employees of this segment choose “alternative of this program should implemented”.
Maximum majority of this level want “Need Improvement” in this program. Finely, we can say that this is some type of system and ways which may helpful to make them more productive and more careful to avoid the mistake.
Q5.16. Rate the factors that you feel have been affected by the implementation of Advantage Sharda Program.
Level 1 Level 2 Level 3 Level 4
AMotivational factors for member increasing business, avoiding losses 83% 86% 69% 72%
B
Motivational factors for nonmember to be include in the program 73% 72% 60% 55%
C NC's registered and CA's taken on them 77% 72% 67% 62%
DRelationship among departments and colleagues 89% 77% 65% 57%
EMonitoring and reducing customer complaints 86% 78% 72% 73%
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 1
Level 1
A B C D E65%
70%
75%
80%
85%
90%
Level 2
Level 2
A B C D E54%
56%
58%
60%
62%
64%
66%
68%
70%
72%
Level 3
Level 3
A B C D E0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 4
Level 4
INTERPRETATION
In the response of all factors that have been affected by implementation of advantage Sharda program, we found that there was mixed response of employees according to different levels.
In the view of level 1st relationships among department is most affected by the implementation of advantage Sharda program. The relation in both the ways senior can motivate their junior for their outstanding and good works which effect the relation, at the other and for any mistake junior can be rewarded by corrective action.
In the view of level 2nd employees mentioned that it is “a motivational factor for members as that it helpful for increasing business and avoidable losses”.
Level 3rd & 4th has given the majority to “A motivational factor for member and monitoring and reducing complaints” and also good number and level 2nd employees feels the same. They tried to increase self productivity and focused to give some positive contribution by which overall quality oriented outcomes can reduce the customer complaints.
We observe that level 1st, 2nd, 3rd and 4th employees given least percentage for non member to be included in this program and they think that it is not a motivational factor to them.
Q5.17.Up to what extent we are successful in achieving the objectives of Advantage Sharda.
Level 1 Level 2 Level 3 Level 4A Follow the system 93% 85% 85% 77%
B Do jobs without shortcuts 87% 80% 84% 77%
C Identify critical errors 82% 77% 75% 72%
DIdentify and run improvement programs
84% 77% 67% 65%
EAvoid over and under production
80% 76% 61% 60%
FReduce lead time for activity under your control
81% 72% 60% 58%
GAlertness for physical/ intellectual property
79% 71% 60% 60%
A B C D E F G70%
75%
80%
85%
90%
95%
Level 1
Level 1
A B C D E F G60%
65%
70%
75%
80%
85%
Level 2
Level 2
A B C D E F G0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 3
Level 3
A B C D E F G0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 4
Level 4
INTERPRETATION
This question is concerned that how Advantage Sharda program can achieve their objective, which objective more important in consideration of employees. Overall the employees of all the level think that “Follow The System” is one of the objective which is successfully achieved this year, whereas level 4th given equal percentage in other hand 77% to “Do Daily Job Without Shortcut” because of the reason all the Zero-T are provided to them by which they know about task completion with in systematic time frame. In this context level 4th employees have given least priority to the factor “Reduce Lead Time for Activity under Control” as employee think that this program not helps in achieve to reduce lead time.
It can be observed that the objective of this program have been achieved to a greater extent. Because of this program encourages employees to “follow the rule and system” and “do daily job without shortcut” with Zero Tolerance and mistakes are also identified.
Q5.18. How has Advantage Sharda benefited you as an individual?
The analyses of data show that the employees level 1st & 2nd benefited much in the form of improvement of self productivity and their confidence for doing better thing but not more cash benefit.
At all the level, it can be seen that individual is not benefited through reward and monetary benefit. In this case least percentage is given by level 4th.
Level 1st and level 2nd is very much agreed that the program really help for increase their confidence and their working performance to do a job.
Level 3, employees have perceived improved performance as a benefit of this program.
SECTION 5: Health and Safety
Q5.19. What do you understand by Housekeeping?
Level 1 Level 2 Level 3 Level 4
A
A perfect workplace and somebody else to look after Housekeeping
21% 20% 28% 33%
B
We must keep everythingat proper place
76% 72% 72% 67%
C
Sweeper cleans the workplace irrespective of things lying around
1% 8% 0% 0%
D
Production has nothing to dowith Housekeeping
2% 0% 0% 0%
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 1
Level 1
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 2
Level 2
A B C D0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 3
Level 3
A B C D0%
10%
20%
30%
40%
50%
60%
70%
Level 4
Level 4
INTERPRETATION
Most of the employees of all the levels observed that housekeeping is concerned with proper management of everything and they themselves play an important role in this .The majority of all the level is “We Must Keep Everything at Proper Place”.
A few no. of employees also prefer that company should provide “A Perfect Work Place and Somebody as to Look after Housekeeping” after observing all the level we found that the percentage is increased from the level 1 to 4 for this point as their 2nd choice.
Through data it can easily conclude that mostly all employees are self concerned with housekeeping and they are not in favor of that “Production has nothing to do with Housekeeping”.
Q5.20. How important is Housekeeping for Health and Safety of employees?
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 2
Level 2
Very important Important somewhat important
Not at all important
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 3
Level 3
Very important Important somewhat important
Not at all important
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 4
Level 4
INTERPRETATION
During survey we found that all employees of all level have given a lot of importance to health and safety of employees. The 4 level employees have given the 100% majority the housekeeping is “Very Important”. Only few no. of employees level 1st & 2nd observed as “Somewhat Important”.
In this way it can be concluded that employees at all levels are quite concerned with housekeeping.
Q5.21. How important is keeping Aisles (yellow lines) clear for safety of employees?
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
Level 2
Level 2
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
Level 3
Level 3
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
Level 4
Level 4
INTERPRETATION
The indication of yellow line for safety of employees is given to “Very Important” by all levels employees. In the 1st level employees employee mention it as “very important” option and also in other level its majority is highest because everybody becomes aware by understanding the signals of these yellow lines and it act as a precaution for safety.
A few number of employees in level 2 & level 4 consider that Aisles are “somewhat important or not at all” for the safety of employees. In their point of view there is no need for making it mandatory but it is a compliance requirement.
If we talking about level 4, 7% employees who are working as managerial or similar post also think that there is no need of the indication of these yellow lines for consciousness taking safety of employees.
Q5.22. How important are Personal Protective Equipments for their safety?
Important 7% 14% 17% 27%somewhat important 0% 4% 0% 0%Not at all important 1% 0% 0% 7%
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 2
Level 2
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Level 3
Level 3
Very important Important somewhat important Not at all important0%
10%
20%
30%
40%
50%
60%
70%
Level 4
Level 4
INTERPRETATION
Protective equipment like face mask and goggles are very important for safety for employees. Employees of level 1st treat it as much more important than level 2nd, 3rd
& 4th.. Level 4th employees given 66% majority to “Very Important”.
In the case of second choice of employees majority is with “Important”, the percentage of level 3rd is more than level 1st, 2nd & 4th as they feel that it is for individual safety.
By these analyses we can conclude that personal protective equipments are very important, mostly 95% employees agree to this view so they have given rating between options “Very Important and Important”.
Q5. How important is wearing Helmet for personal safety?
Important 5% 4% 0% 0%somewhat important 0% 2% 6% 0%Not at all important 1% 0% 0% 0%
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 1
Level 1
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 2
Level 2
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 3
Level 3
Very important Important somewhat importantNot at all important0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Level 4
Level 4
INTERPRETATION
Personal safety is all important for everyone. A large no. of employees of all the level assumes that wearing helmet is “Very Important” for self safety. Level 4th give 100% majority that it is “Very Important” for the safety as they are much concern with this. Whereas very few employees think that helmet is “Important and somewhat important For the Safety”.
1% employees of 1st level assumed that it is “Not at all important”, but their no. is small. In their view it is not important for Sharda because it is mandatory by government along with should be personal responsibility.
COMPARISION BETWEEN THE RESULT OF 2010 & 2011
SECTION 1
(Career Growth, Training & Development and Suggestion Scheme)
C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%
S.NOLEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
LEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
1 HOW LONG YOU HAVE BEEN WORKING IN SHARDAA 0-6 months 17 18 6 0 24 26 22 7B 6-12 months 10 5 6 0 9 10 0 20C 1-5 years 45 34 31 16 40 27 22 13D 5-10 years 26 36 44 42 24 31 45 27E >10 years 2 7 13 42 3 6 11 33
2 REASON FOR WORKING IN SHARDAA Attractive Salary 9 2 6 25 31 39 51 36B Career Prospect 71 73 71 68C Proximity to Home 20 23 50 17 54 56 61 45D Creative Interest 61 58 50 67E Learning Opportunities 83 80 70 80
3 IN THREE YEARS EXPECT TO BE
AHigh responsibility with high salary 59 48 87 75 71 71 94 87
B Same job with high salary 23 32 13 8 14 16 6 13C Same job with same salary 7 11 0 0 3 2 0 0D Not a part of Sharda 11 9 0 17 12 11 0 0
4 MOST EFFECTIVE WAY TO ENHANCE PERFORMANCEA Hard Work 97 89 100 87 95 91 92 88B More Training 81 72 73 73 80 71 74 75C More Authority 81 78 78 73 78 76 81 68D Positive Incentives 85 85 92 81 87 85 89 80E Negative Incentives 41 37 41 40 39 41 44 42F Proper Job Description 91 78 81 81 90 87 89 83
6 TRAINING ATTENDED LAST YEARA None 49 36 44 67 NA NA NA NA
B <=50% 7 9 12 8 NA NA NA NA
C >50% 7 11 25 8 NA NA NA NA
D 100% 37 44 19 17 NA NA NA NA
7 SUGGESTION SCHEME USEFULNESSA To a very large extent 50 45 25 42 75 61 50 47B To a large 13 16 37 16 9 22 16 20C To some extent 13 20 13 42 7 9 28 13D Not at all 24 19 25 0 9 8 6 20
8 SUGGESTIONS GIVEN DURING LAST YEARA None 85 66 50 50 75 55 55 39B One 7 9 12 17 10 22 17 0C 2 TO 5 4 25 38 33 12 20 28 47D More than 5 4 0 0 0 3 3 0 24
9 HOW THE NUMBER OF SUGGESTION CAN BE INCREASED
A HOD's to submit their team suggestion every month
76 75 91 62 83 75 65 67
BGiving Suggestion made mandatory
79 68 69 50 80 66 67 63
C Suggestion of the month 80 77 61 77 86 78 78 88
DYour contribution in implementation
76 74 67 61 82 70 83 75
SECTION 2
( Stress Management & Relationship with your Seniors )
C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%
S.NOLEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
LEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
1 RATING THE FACTORS HELPFUL IN REDUCING THE STRESSA Flexible Work Timing 58 65 59 71 87 79 79 82B Job Rotation 64 61 58 67 71 68 64 70C Focus on Result 66 74 75 60 83 81 83 77D Improvement in Tools 87 80 80 71 77 84 86 75E Introducing Food Products 79 73 75 60 78 82 81 63F Team Work 91 91 94 94 91 94 100 90
GImprovement in junior-seniorRelationship
93 89 91 89 94 92 94 82
H Motivational Physical Facilities 95 82 87 77 95 83 86 75I Short Tea Breaks 71 72 69 67 87 81 75 72J Increase in no. of holidays 77 77 75 85 76 76 75 77K Reduction in overtime 71 69 80 64 85 70 78 60L Recreational Facilities 84 70 76 73 82 76 78 63M Increase in ECA 78 78 69 672 SOME FACTORS IDENTIFYING THE RELATIONSHIP OF SENIORS WITH JUNIORS
A Explains Job Properly 87 89 86 85 95 94 92 83B Show Fair Treatment 88 88 81 87 92 90 86 87C Appreciate Good Work 87 89 78 73 93 87 90 85D Solve Problems 91 88 80 79 94 92 90 83E Inform about Performance 87 80 76 73 87 89 86 70F Knows and Follows Procedure 87 87 80 89 86 85 89 83G Listens to Suggestions 84 82 78 79 91 85 83 77H Encourage to do things better 90 86 83 92 90 91 83 92
IMaintains two way communication 88 87 81 81 87 86 88 77
SECTION 3( Team Work & Decision Making Process )
C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%
S.NOLEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
LEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
1 TEAM WORK AND GROUP COHESIVENESSA I feel I'm a part of my team 92 96 94 94 91 89 93 93
BI am free to use my judgmentin getting work done
71 74 78 77 72 76 79 83
CWe avoid conflict to achieve harmony
87 80 84 83 86 82 88 87
DWe share our personal problems with each other
74 61 64 62 67 55 63 60
EOther members help in solving problems
85 66 72 69 85 81 76 78
2 SOME ITEMS RELATED TO THE DECISION MAKING PROCESS
AI am involved in important decision
65 60 73 69 75 68 69 75
B Superior considers other options81 75 78 77 83 75 74 70
CPeople are responsible for their decisions
82 79 72 77 84 83 68 72
DDecision making is confined to Top Management
91 85 97 83 86 94 89 73
SECTION 4 ( Implementation & Evaluation of Advantage Sharda Program )
3 SUCCESS IN ACHIEVING THE OBJECTIVE OF ADVANTAGE SHARDA PROGRAM
AHard work and follow the system 88 83 80 81 93 85 85 77
B Do daily jobs without shortcut 86 84 8 75 87 80 84 77C Identify critical errors 79 79 78 75 82 77 75 72
DIdentify and run improvement programs 73 69 64 69 84 77 67 65
E Avoid under over production 71 64 64 60 80 76 61 60
FReduce lead time for activityunder your control 71 69 56 73 81 72 60 58
GAlertness for our physical and intellectual property 85 74 70 71 79 71 60 60
4 HOW HAS ADVANTAGE SHARDA BENEFITS YOU AS AN INDIVIDUALA Monetary benefit 55 49 50 35 61 53 51 43B Helped you to perform better 76 64 47 63 74 68 69 65C Increase self productivity 77 63 63 52 82 73 63 63D Increase Confidence 84 68 59 65 78 74 64 62E Getting rewards 63 63 55 48 60 59 44 42
SECTION 5( Health & Safety )
C1 C2 C3 C4 C5 C6 C7 C8 C9 C102010% 2011%
S.NOLEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
LEVEL 1
LEVEL 2
LEVEL 3
LEVEL 4
SECTION 51 HOUSEKEEPING MEANS
A
A perfect workplace & somebody to look after housekeeping 20 27 56 25 21 20 28 33
BWe must keep everything at proper place 67 68 44 66 76 72 72 67
C
Sweeper cleans the work place irrespective of things lying around 11 5 0 9 1 8 0 0
DProduction has nothing to do with housekeeping 2 0 0 0 2 0 0 0
2 IMPORTANCE OF HOUSEKEEPINGA Very Important 89 77 81 75 98 86 93 100B Important 10 18 19 25 2 10 7 0C Somewhat important 1 5 0 0 0 4 0 0D Not at all important 0 0 0 0 0 0 0 03 IMPORTANCE OF YELLOW LINESA Very Important 79 57 56 42 91 80 61 66B Important 18 36 19 50 7 12 39 27C Somewhat important 1 5 12 8 1 8 0 0D Not at all important 2 2 13 0 1 0 0 74 IMPORTANCE OF PERSONAL PROTECTIVE EQUIPMENTSA Very Important 88 79 75 92 92 82 83 66B Important 10 9 18 8 7 14 17 27C Somewhat important 1 12 7 0 0 4 0 7D Not at all important 1 0 0 0 1 0 0 05 IMPORTANCE OF WEARING HELMETA Very Important 94 90 94 92 94 94 94 100B Important 4 7 6 8 5 4 0 0C Somewhat important 0 3 0 0 0 2 6 0D Not at all important 2 0 0 0 1 0 0 0
PART IV
CONCLUSIONS
CONCLUSION
The annual HR survey was conducted successfully in Sharda Exports to consider the valuable information regarding different-different factors. Through this survey we try to find out the needs, requirement and motivated factor of the employees and their feedback toward organization.
This survey considers the following question regarding different-different sections that are:
1. Career Growth & Development and suggestion scheme.2. Stress Management and relationship with your seniors3. Team work and Decision making process4. Implementation and Evaluation Of Advantage Sharda5. Health , Safety & Housekeeping
The following conclusion that is presented is purely based on the analysis data through questionnaire.
SECTION1:-
As per the analysis of very first question of questionnaire , we get that majority of the employs are those who have been working here from 1-5 year, they mentioned their preference to work in Sharda is for learning opportunities and growth.Some employees are preferred as proximity to home.
As per the growth & learning opportunities, the majority of employees are with “High Responsibility with High Salary”.No doubt, Hard Work is the best way to enhance performance, but some employees also stated that Regular Performance Appraisal, Proper Job Description & Motivational physical facilities also some important factor to enhance performance.
Regarding suggestion scheme, the majority of employees is with “Very important & Important” but participation is not equal response of its importance. Employees should be motivated by reward them for “Suggestion of the month”.
SECTION 2:-
Stress Management itself a important topic. To reduce the stress in the organization, the major factor that should be focused is as:
1. Team Work2. Motivational Physical Facilities.
3. Improvement in Junior-Senior Relationship4. Reduction in overtime.
Considering the relationship with seniors, mostly juniors mentioned that they are satisfied with their seniors and they help them in most of the time as and when required. We found main factor to reduce the stress is team cohesiveness and minimum internal conflict which reduces the stress and team work give positive outcomes for overall effectiveness.
SECTION 3:-
There is a very positive analysis of employees regarding team work and group cohesiveness. All employees feel that they are a part of their team. Mostly all the employees are satisfied with their seniors & co-employees and they work in a team. They always try to avoid conflict in their team but all employees do not want to share their personal problem with their members, as they separate their personal and professional life,
In case of Decision Making, the analyze data represent that all levels employees as per the authority and duty involve in decision making process. At the junior level basically, Most of the employees mentioned that decision Making is confined by Top Level Management and they are responsible for their decisions. But some employees of level 4 also mentioned that they must be involved in important decision, taken in the organization.
SECTION 4:-
Regarding the implementation of Advantage Sharda Program, the majority is of employees is with good and need improvement. As the employees of lower salary are benefited more as they got reward for their positive contribution, thus they mentioned that this is a good program but in high cadre salary most of employees feels that it needs improvement.
The factor that is affected more by this program is the relationship with their colleagues. The objective of this program has been achieved to a large extent. In this survey we found monetary benefit of employees is less but they are being motivated and self productive and minimize their mistakes by which customer complaint is reduced.
SECTION 5:-
During Survey we found that employees are well aware about the importance of housekeeping and self responsible for this.
Mostly of them agreed that wearing Helmet while driving two-wheeler & Personal Protective Equipments while working and we need to take precaution by keeping yellow lines clear, this is most important for the safety and housekeeping of employees and for company as well.
SUGGESTION
SECTION 1:-
1. Regarding Training, some employees suggested that trainings related to their work should take place that help them to perform better and enhance their working capacity and process.
2. Regarding Growth, An employee suggested that there should be some kind of individual performance rating system.
3. Regarding Suggestion Scheme, some employees suggested that when the “SUGGESTION OF THE MONTH” announced it should shared at least to the H.O.Ds.
4. For the better performance of Suggestion Scheme, an employee suggested that suggestions should kept private and suggestion of one department should be checked out by another department for privacy and purity.
5. A point that is mentioned or suggested by most of the employees is that there must be a feedback system in the organization.
6. Some employee suggested that some outside training should also be held in the organization, on such topic like ISO 9001 and 14001.
SECTION 2:-
1. Regarding stress management, most of the employees suggested that working timing should be reduced; an employee suggested that some type of benefit should be provided for working overtime.
2. An employee also suggested that flexible work timing should be in the organization with incentives that enhance working profile of employees.
3. To maintain healthy environment & harmony among employees, they suggested that there should be a weekly get together that help to share their problems easily and helpful to improve relationship with seniors.
4. An employee also suggested that seniors should share responsibility to junior as per compatibility; they should keep trust on juniors because no one is brainless.
5. Some employees suggested that in production department the working conditions should be improved, manual work should be reduced and machinery should be provided that enhances working capacity.
SECTION 3:-
1. An employee suggested that their judgment should be free for some extent in getting job done.
2. An interesting point that is suggested by an employee that responsibility is always for the seniors but they should include their juniors as well, so that they can learn for the future.
3. In order to maintain healthy relationship with seniors, an employee suggested that senior should understand the knowledge level of juniors while, he is taking a decision and make him understand.
4. An employee suggested that their superiors should consider other opinions also before making any decision.
5. Employees agreed that decision making is confined by Top Level Management, but that should also consider the welfare of their employees.
SECTION 4:-
1. Most of the employees suggested that there is lack awareness about Advantage Sharda Program.
2. An employee suggested that for the betterment of this program there should be minimum number of participation& incentives should be provided after 3 months.
3. Some employees suggested that Advantage Sharda Program is not only for NC and CA, but it should also work on to find out the cause of this particular profit & loss.
4. In consideration of some employees they suggested that the amount of PC& CA should be informed to the employees properly.
5. An employee suggested that liberty should be given on NC & CA. There should be at least one oral warning before taking any corrective action.
6. An employee suggested that the CAs is not to PC. PC’s should also be in similar ratio in terms of frequency.
7. Some employees suggested that they should have authority to distribute the incentives to their employees for their better performance.
8. A proper analysis must be carried out before Corrective Action as sometimes employees suffer because of wrong doing of others.
SECTION 5:-
1. Regarding Health & Safety an employee suggested half yearly a medical checkup should be held in the organization that helps in enhancing their working capacity.
2. Some employees suggested that to reduce the laziness, some type of cafeteria or music system should be provided, where employees feel relaxed.
3. Employees of production department suggested that no. of bins should be increased.
4. For the purpose of safety some employees suggested that cabs should be provided.